Based on a recent survey, the majority of CEOs anticipate that employees will return to the office for five days each week within the next few years. As HR teams navigate this shift, they’re facing the challenge of ensuring a smooth transition that aligns with the personal and family lives of employees.
Adding to this complexity, it’s essential to recognize that many employees may have become pet parents n the last few years. More than 23 million American households — nearly 1 in 5 nationwide — have adopted a pet since 2020, according to the ASPCA. This shift in dynamics creates a unique opportunity for HR leaders to thoughtfully support pet parents in their return-to-office plans.
The worry factor looms large as employees grapple with the prospect of leaving their pets alone after the flexibility of the fully-remote era. Asking employees to return to the office full-time without a plan to support their pet families can result in:
Emotional stress: Pets can suffer from separation anxiety when their routines are changed, resulting in destructive and disruptive behaviors that are stressful for both the pet and your employees. Additionally, surveys have shown that pet parents report feeling stressed when leaving their pets alone for long periods of time.
Financial stress: 81% of pet parents faced unexpected pet care costs this year; 24% spent over $750. Employees may now need to seek out additional resources for taking care of their pets, including dog walking, boarding, or pet sitting during long work hours.
Potential risk of employee churn: 63% of pet parents said additional pet benefits would increase their desire to stay with their company for the next 12 months. If you don’t offer it, they’ll find somewhere that will.
Productivity: Our latest survey revealed, 74% of employees took time off during work hours to care for their pets, impacting productivity. But it isn’t only time away from work causing stress.
As employees transition back to the office, HR leaders have a unique opportunity to ease the process for pet parents. Offering tailored support, like dedicated office hours for pet-related concerns, not only encourages open communication but also strengthens the bond with this important group. By integrating pet benefits into the return-to-office strategy, companies can show empathy and commitment to their employees’ well-being, making the transition smoother for everyone involved.
HR leaders can help alleviate these worries by proactively offering transitioning employees resources like:
Addressing these concerns not only eases the transition but also shows employees that their personal lives and well-being matter. Keep reading for more ideas on integrating pet parents into your return-to-office strategy.
In addition to these measures, consider expanding existing benefits to cater specifically to pet parents. This could include pet insurance coverage, discounted pet care services, or pet telehealth. By incorporating these benefits into the overall employee package, HR leaders demonstrate a commitment to the holistic well-being of their workforce, acknowledging that employees’ lives extend beyond the office walls.
Providing options during the transition is a good start, but supporting pet parents goes beyond that. It requires continuous help from HR throughout, showing a commitment to understanding and assisting employees as they balance work with pet care responsibilities. HR leaders can actively contribute to an inclusive workplace by implementing ongoing measures for assistance and understanding.
The significance of continuous HR support in shaping a workplace where pet parents consistently experience assistance and appreciation cannot be overstated. HR leaders play a crucial role by offering sustained resources, promoting flexibility in pet care, and implementing inclusive policies for pets. This collective effort contributes to fostering a positive and enduring work environment, laying a solid foundation for a successful, long-term transition back to the office.
HR teams have a significant opportunity to drive success in the office comeback transition. Through thoughtful, empathetic support for pet parents, acknowledging diverse needs, promoting flexibility, and embracing inclusive policies, HR teams can enhance individual well-being and the overall workplace and employee experience.
