How to Handle Staff with Pet Illness Problems: A Guide for Small Business Owners

Introduction: When Pets Call in Sick

Running a small business is tough enough without suddenly finding out that Dave from accounts can’t come in because his hamster has the flu. (Can hamsters even get the flu? Who knows!) As a compassionate employer, you want to be understanding. As a business owner, you need to keep things running. So how do you balance sympathy with practicality when your staff are off due to pet-related emergencies? Let’s dig in.

The Growing Trend of Pet-Related Absences

With more people working from home and becoming emotionally invested in their pets (sometimes more than their coworkers, let’s be honest), pet-related absences are on the rise. Employees see their furry, feathery, or scaly companions as family members, especially if children are n0t possible or are no linger at home, which means when Whiskers is under the weather, productivity might take a hit.

Some of the common pet-related issues that might keep your staff from showing up include:

• Emergency vet visits (for many reasons)
• Recovery care for post-surgery pets
• Ongoing treatment (for cancer for example)
• General illness or mystery ailments (“He just looks a bit sad today”)
• Unexpected demise of a beloved pet (cue the sad violin music, but seriously, this can be very sad)
• New puppy/kitten settling-in periods (i.e., complete household chaos)

While these might sound trivial compared to human medical emergencies, for pet owners, they’re very real concerns. I’ve been lucky enough that my boss allowed me to juggle working hours and days to accomodate a cat undergoing chemo treatment every 2 weeks in a specialist veterinary hospital 50 miles away for a six month period.  The key is finding a way to handle these situations without your entire workforce disappearing every time a goldfish gets the sniffles.

Setting Clear Policies: Because “My Dog Ate My Rota” Won’t Cut It

If you don’t have a pet-related leave policy, now’s the time to consider one. Otherwise, you’ll end up with wildly inconsistent decisions based on who can deliver the most pitiful “My budgie is poorly” face. Some things to think about:

1. Define What Counts as an Acceptable Pet-Related Absence

Decide whether “pet bereavement” is treated the same as “child bereavement” (some businesses do!) and if “pet illness” qualifies for sick leave or needs to be taken as unpaid leave or holiday.

2. Consider a Pet-Friendly Business Model

If practical, could you allow staff to bring their pets in if they need monitoring but aren’t at death’s door? A sleepy cat in a basket or a well-behaved dog under a desk could be better than losing a staff member altogether.

3. Flexibility vs. Firm Boundaries

You might allow some home working if Fluffy needs round-the-clock care. However, if your business needs physical presence (e.g., retail, hospitality), you may need stricter rules.

4. Require Proof (Within Reason!)

No one wants to be the monster demanding a death certificate for a guinea pig, but if an employee is mysteriously off every time their football team has an important match, you might want some light documentation, like a vet’s note.

Handling the “My Pet Is Sick” Phone Call

1. React with Sympathy, But Stay Professional

You don’t need to sound heartless, but remember you’re running a business. “Oh no, poor Bella! That’s terrible. So will you be able to work from home, or do we need to arrange cover?”

2. Ask for Details (Without Sounding Like a Detective)

Some employees may be vague about the issue, so gently find out whether it’s a serious problem or just a slight case of “he’s acting weird today.”

3. Offer Solutions Instead of a Blanket Yes or No

“Can you swap shifts with someone? Could you work later in the week to make up the time?” Providing alternatives can prevent pet illnesses from becoming an instant day off.

Dealing with “Pet Grief Leave”

Pet bereavement is real. Some people mourn their pets harder than they mourn distant relatives (honestly, we all have that one aunt we wouldn’t shed a tear over).  The author for example lost two cats last year (a 23 year old that passed away after a saddle thrombosis, and a 10 year old that passed away with cancer after six months of chemo) and both hit him hard and although he worked he is the first to admit that his mind wandered at times the following day.

What You Can Do as an Employer:

• Allow a reasonable amount of time off—maybe a day or two (as holiday, unpaid leave, or paid leave depending on your policies).
• Be kind but fair. If someone asks for a week off because their goldfish died, that might be excessive, on the other hand if someone asks for a day off to mourn their cat or dog that’s more reasonable.
• Encourage staff to talk to HR (or you, if you’re HR) if they need support.
• Offer flexible working if they’re genuinely struggling to focus.

When Pet-Related Absences Become an Ongoing Issue

If you start noticing trends (“Wow, Mark’s pets are suspiciously ill every Friday!”), it may be time for a chat.

Steps to Take:

1. Document absences – Keep track so you can spot patterns.
2. Address it privately – Don’t humiliate Mark in front of everyone, but do ask if everything is okay.
3. Set expectations – “We totally understand emergencies, but we do need some reliability, too.”
4. Consider alternative solutions – Could Mark arrange a backup pet-sitter or emergency plan?

The Benefits of Being a Pet-Friendly Employer

If you show a little flexibility, your staff will likely reward you with loyalty and gratitude. Happy employees stick around longer, work harder, and won’t secretly plot your downfall when you refuse them time off to take their sick rabbit to the vet.  As you can imagine, the way my boss reacted to me needing to take my cat to the hospital every two weeks made me want to put extra effort in, in appreciation.  My wife on the other hand, who had had the 23 year old cat for 22 years, was upset to be told “it’s just a cat”.

Some companies have even gone as far as introducing “Paw-ternity Leave“ for new pet owners, which is either genius or madness, depending on how much you love chaos.

Conclusion: Balance, Compassion, and Common Sense

At the end of the day, your business needs to function, but your employees are human (well, hopefully) and deserve compassion. If you can strike a balance between being understanding and keeping operations running smoothly, you’ll avoid resentment from staff while maintaining productivity.

So next time someone rings in saying, “I can’t come in, my iguana has food poisoning,” you’ll know exactly what to do. Just try not to laugh too hard before responding.

Final Thought: Maybe You Need an Office Pet?

If all else fails, just get a low-maintenance office pet. A goldfish called Steve. No one will ever need time off to look after Steve as long as he is looked after well.