Prepare for all considerations as you create a clear, detailed pet workplace policy.
By Pam Foster, PetFriendlyOffice.com • 11/14/2025
“Don’t overlook insurance coverage. Many general liability policies have exclusions for incidents involving animals. Consult your legal counsel or business advisor to ensure you’re fully compliant and protected before moving forward.”
When you’re thinking about allowing pets in the office, you want to make sure you’re ensuring safety for all: your company, your employees, and the pets.
As your Chief Pet-Friendly Officer, I’m excited to introduce you to Kellie G. Olah, SPHR, CVPM, SHRM-SCP (pictured here). She’s a Practice Management & Human Resources Consultant at the renowned Veterinary Business Advisors, Inc. This means she’s a seasoned guide specializing in veterinary and healthcare HR operations.
To understand why she’s the perfect resource to weigh in here on considerations for a safe pet-friendly office … let’s take a moment to understand what her professional credentials mean, just in case you’re not familiar with them.
- SPHR (Senior Professional in Human Resources): Straight from the source, the Human Resources Certification Institute: “The credential is designed for leaders responsible for planning rather than implementing HR policy in the U.S. SPHR professionals tend to be accountable for HR department goals, planning and executing business strategies and technology while understanding the overall HR needs of the organization.”
- CVPM (Certified Veterinary Practice Manager): This designation from the VMHA (Veterinary Hospital Managers Association) is, “known and appreciated as the highest level of credential for professional veterinary managers.
- SHRM-SCP SHRM Senior Certified Professional: This designation from the Society for Human Resource Management is for, “individuals whose work includes duties such as developing HR policies or procedures, overseeing the execution of integrated HR operations, directing an entire HR enterprise or leading the alignment of HR strategies to organizational goals.”
Impressive, yes? Kellie is obviously a great resource for anyone managing employee benefits and workplace issues.
That’s why I asked her to help you line up the right preparations to create a “pets in the workplace” policy that works for all.
OSHA doesn’t seem to have published standards related to animals in the workplace. How would you suggest that an HR professional develop clear office standards?
Kellie: Since OSHA does not provide specific standards related to animals in the workplace, it’s important for HR professionals to create a clear and detailed pet policy within the employee handbook.
This policy should start by outlining when and how employees are allowed to bring their pets to work, including any necessary approvals or documentation (e.g., proof of vaccinations or behavior assessments).
The policy should also define on-site expectations, such as where pets are permitted, whether they must be leashed or contained, and how pet owners are expected to supervise and clean up after their animals.
It’s equally important to state what happens if employees fail to follow the policy, including the possibility of losing the privilege to bring their pet or facing disciplinary action.
Before implementing such a policy, conduct a thorough risk assessment to identify potential safety, liability, and operational concerns. For instance, what protocols are in place if a pet escapes the building? What happens if there’s an altercation between two employees pets? These scenarios carry potential liability, so your policy should also address emergency procedures, incident reporting, and whether the company’s insurance covers pet-related risks.
Assuming the HR professional needs to look into local, state, or federal laws or regulations that prohibit or restrict pets in the workplace (e.g., health codes, building codes, or food safety rules) — what’s the best way to do that, in your opinion? The same goes for any building leases.
Kellie: I recommend starting with your industry requirements, as some sectors such as healthcare or food service prohibit non-service animals entirely, making a pet policy a non-starter.
If pets are potentially permitted, the next step is to review your lease agreement, followed by an assessment of local and state laws that may impose additional restrictions.
Finally, don’t overlook your insurance coverage. Many general liability policies include exclusions for incidents involving animals. It’s a good idea to consult your legal counsel or business advisor to ensure you’re fully compliant and protected before moving forward.
What should be included in a comprehensive policy to share with employees (e.g., vaccines, behavioral standards, pet-free zones, complaint processes, emergency procedures)?
Kellie: A comprehensive pet policy should address not only vaccines, behavioral standards, pet-free zones, complaint procedures, and emergency protocols, but also the day-to-day logistics and practical realities of having pets in the workplace.
For example, if an employee is called into a meeting or is working with a client, the policy should clearly state where the pet is expected to go. Can it be left alone in an office, or must it be crated or removed?
The policy should also address interactions between multiple pets, such as what happens if two animals don’t get along. You can’t assume all pets will coexist peacefully, even if their owners believe they’re friendly. As we often see in environments like dog parks, even well-behaved animals can have unexpected conflicts, so clear protocols and separation plans should be in place.
Another important aspect is defining who determines behavioral standards. It’s not enough to rely on an owner’s judgment. There should be objective criteria, such as a temperament evaluation or a trial period, to assess how a pet adapts to the office environment.
Finally, the policy must clearly define what types of pets are allowed. Without limitations, you risk employees attempting to bring in animals that aren’t suitable for a professional setting such as reptiles, or even alpacas (shown here, not allowed), or ducks. The policy should specify that only domesticated dogs (or other approved animals) are permitted and under what conditions. Alpacas are probably not allowed. :-)
What kinds of agreement forms should employees sign re: compliance, and to limit company liability for their pets’ actions? Have you seen examples of these?
Kellie: First and foremost, employees should sign an acknowledgment form confirming they’ve read the company’s pet policy and agree to follow all procedures outlined within it. This form should also state that failure to comply with the policy may result in disciplinary action, up to and including termination.
In addition, I recommend having employees sign a liability waiver and indemnification agreement. This document should state that the employee accepts full responsibility for their pet and agrees to be liable for any injury, damage, or disruption caused by the animal. It should further clarify that the employee releases the company from liability and agrees not to pursue any claims related to their pet’s presence in the workplace.
It’s also important to ensure the employee has adequate liability coverage for their pet. In most cases, this can be provided through a homeowner’s or renter’s insurance policy with a pet liability rider. The company can request proof of this coverage as a condition of participation.
Finally, I suggest requiring a Pet Health and Behavior Evaluation Form to be completed by a licensed veterinarian. This form should confirm that the pet is in good health, current on all applicable vaccinations (e.g., Rabies, Bordetella), and is non-aggressive in temperament.
What types of insurance coverage do you feel are necessary to protect the company from pet-related incidents?
Kellie:
- Workers’ compensation (injury at work, this would likely be covered)
- Property Insurance (if the pet damages property – though sometimes it’s excluded if an animal causes it)
- General liability, and an Umbrella policy (usually covers above general liability)
How should a company handle employees with allergies, phobias, or disabilities that may be affected by pets in the office?
Kellie: In all of these scenarios, you’ll likely need to engage in an interactive process with any employee who is affected by the presence of pets in the office. Whether the concern is allergies, phobias, or another health-related issue, it’s important to take those concerns seriously. The goal should be to balance your pet-friendly policy with the needs of all employees, and the best approach is to work collaboratively toward a fair, reasonable solution that accommodates everyone involved.
What are Americans with Disabilities Act obligations or similar laws to accommodate employees with service animals?
Kellie: Service dogs are entirely distinct from a general pet-friendly policy. They are protected under the Americans with Disabilities Act (ADA), which requires employers to engage in an interactive process with the employee to determine whether a reasonable accommodation can be made. While a lease or building policy may prohibit pets, these restrictions typically cannot be used to deny access to a service dog.
So in general, service animals are permitted in most work environments. However, in certain settings, such as a veterinary hospital, their presence may raise legitimate concerns, including potential risks or disruptions to the animals being treated. That said, any request involving a service animal must be handled through the formal ADA interactive process, which requires a careful, individualized assessment rather than a blanket policy.
How should a company handle incidents involving office pets, and what is the legal exposure in these cases?
Kellie: Depending on the circumstances there could be a high level of exposure. While OSHA does not specifically cover animals in the workplace, there’s a general duty of care that all employers must provide a safe work environment. In the case of injuries, there could be an argument made that the Employer failed to keep the employees safe. An employee injured at work by a pet (their own or someone else’s) … would likely be covered by a Workers Comp claim.
So much great advice here for a clear and safe “pets in the workplace” policy!
Here’s a 9-Point Recap:
- Start with your industry requirements to make sure pets can be in the office.
- Review your lease agreement, local and state laws, and insurance coverage (workers’ compensation, property Insurance, general liability, umbrella policy).
- Conduct a thorough risk assessment to identify potential safety, liability, and operational concerns, and how those will be addressed.
- Outline when and how employees are allowed to bring their pets to work, as well as which types of pets (dogs and cats vs. alpacas).
- Include any necessary approvals (proof of vaccinations, behavior assessments).
- Define on-site expectations, such as where pets are permitted, whether they must be leashed or contained, and how pet owners should supervise and clean up after their animals.
- State what happens if employees fail to follow the policy: lose the privilege of bringing their pet or facing disciplinary action.
- Include clear guidelines on pet-free zones, complaint procedures, and emergency protocols, day-to-day logistics and practical realities such as cleaning and air purification.
- Have employees apply to bring pets in and also sign a liability waiver and indemnification agreement.
PetFriendlyOffice.com note: Many thanks to Kellie and VBA for providing this super helpful advice to anyone considering a pet-friendly office!
About Veterinary Business Advisors (VBA)
VBA provides a full range of legal, practice management, and human resource services tailored for veterinarians and veterinary practices of all types and sizes. Their experienced legal and business team helps veterinary professionals navigate business deals pragmatically and resolve practice management issues with confidence. Visit their website to learn more.
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