As National Take Your Dog to Work Day approaches on June 20th, it’s the perfect time to explore how bringing pets into the office can enhance workplace culture and how HR teams can thoughtfully add a pet policy to their employee handbooks.
Here at Dominion Payroll, we’ve embraced a dog-friendly workplace by allowing employees to bring their pets in every Friday, a simple yet impactful perk that adds energy and joy to our offices. But before you open the doors to four-legged visitors, it’s important to build a clear, inclusive policy that benefits your people and protects your business.
The modern workforce is changing, and so are expectations around flexibility, wellness, and culture. Allowing pets in the office can:
Reduce stress and improve morale. A study by the Human Animal Bond Research Institute (HABRI) and Cohen Research Group found that 74% of pet owners reported improved mental health due to owning a pet, and 54% reported improved physical health.
Boost employee retention. According to a study conducted by Nationwide and HABRI, 88% of employees who work for a pet-friendly company plan to stay with the company for at least a year, compared to 73% of work for non-pet-friendly workplaces.
Attract top talent. In today’s competitive job market, small perks like dog-friendly days can differentiate your company from others.
Creating a dog-friendly workplace policy doesn’t have to be complicated, but it should be clear, fair, and enforceable. Here are six essential elements every HR leader should include when drafting or updating a pet-at-work policy:
1. Define Eligibility
Clarify which pets are allowed (e.g., dogs only), what days they are permitted, and what restrictions apply
2. Require Proof of Vaccinations and Behavior
Ask employees to submit proof of up-to-date vaccinations, flea/tick prevention, and a signed agreement that their pet is house-trained and non-aggressive.
3. Set Expectations for Behavior and Supervision
Pets must remain supervised, leashed in shared spaces, and not disrupt others. Clear communication around barking, accidents, or workplace safety is essential.
4. Designate Pet-Free Zones
Create pet-free areas for employees with allergies, phobias, or sensitivities, such as break rooms or conference rooms.
5. Include a “Three-Strikes” or Behavior Clause
Not every pet will be the right fit for the office. Include a clause that allows HR to revoke privileges if a pet becomes disruptive or dangerous.
6. Liability & Insurance Review
Consult with your legal team or insurance provider to understand liability, waivers, or additional coverage needs.
If you’re building a pet policy for your employee handbook from scratch or updating an existing one, refer to this SHRM Office Pet Policy Sample
Once your dog-friendly policy is finalized, communicate it across internal channels:
Update your employee handbook
Send a detailed email announcement
Host an info session or trial day
Include an FAQ to address common questions
Encourage employees to offer feedback as the policy rolls out so you can make adjustments and ensure long-term success.
Even the best policies require thoughtful enforcement. Here’s how to proactively address the most common challenges of a pet-friendly office:
Allergies & Phobias
Noise & Disruption
Set clear behavioral standards for dogs
Require supervision and leashes in shared spaces
Consider a probationary period for new pets
Hygiene & Cleanliness
Encourage pet owners to bring cleaning supplies
Require regular grooming and flea/tick prevention
Establish clear guidelines for pet accidents
Liability & Legal Risks
Consult your insurance provider
Have pet owners sign liability waivers
If you're looking for a cost-effective way to improve employee engagement, support mental health at work, and add a little joy to your culture, creating a dog-friendly office policy might be your next great move.
At Dominion Payroll, we believe in thoughtful policies that support both compliance and culture. If your HR team is considering adding pets to your office policy, we’re here to help guide you through the process.