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In this exclusive, Tracy Chan talks to SPCA's Community Director Jenmon Jenkins, and Hugill & Ip Solicitors' Partner Adam Hugill, to explore what employers should consider when welcoming our ‘fur-tastic’ friends into the work environment.
MTR’s recent announcement about the launch of a trial scheme allowing cats and dogs on the Light Rail has spurred heated conversations in Hong Kong. Should pet animals be allowed on public transport or would they make some people feel uncomfortable?
Meanwhile, the Leisure and Cultural Services Department has announced a plan to set up more than 20 additional pet gardens and ‘Inclusive Parks for Pets’ in 18 districts across the city in the next three years.
These pet-inclusion developments have reignited the long-debated discussion: Is it time to allow pets in the workplace?
According to a study by LiveCareer in 2021, 76% of respondents believed having pets in the workplace was a positive experience. One-third (33%) of those surveyed felt that having a pet in the workplace created a relaxed environment, while 28% said it could reduce workplace stress.
However, some potential challenges cannot be overlooked such as disruptions, allergies, hygiene concerns, fears, and even worse, the risk of injuries. Furthermore, in several Asian countries, due to reasons often linked to faith, employees may not be comfortable with dogs in the vicinity.
Whatever the case may be, it is important to have an honest discussion around pets in the workplace to ensure all perspectives are represented.
In this feature, we aim to do just that from the perspective of the Hong Kong landscape. HRO’s Tracy Chan talks to spokespersons from the Hong Kong Society for the Prevention of Cruelty to Animals (SPCA), and Hugill & Ip Solicitors to explore the ‘pawsitive’ impact of pets in the workplace, and what employers should consider when welcoming our ‘fur-tastic’ friends into the work environment.
The current state of pet-inclusion in Hong Kong workplaces
Jenmon Jenkins, Community Director for The Society for the Prevention of Cruelty to Animals (Hong Kong) (pictured above), indicates that pet inclusion in Hong Kong workplaces still has a long way to go. However, progress is being made, especially at companies where senior management are pet lovers and recognise the value and benefits of incorporating such initiatives into the workplace.
“Since we launched the ‘bring your dog to work’ initiative in October 2023, we have seen companies allowing ‘fur-kids’ to come into work as part of their employee engagement strategy, recognising that pets are integral to family life,” she affirms.
Google, for example, has been a trailblazer in this, with its ‘Dooglers’ bringing dogs to work, and for the company having established a dog-friendly policy for its Times Square office.
In addition, Jenkins notes that more companies are trying such initiatives in their workplaces by organising one-off events such as allowing pets during family days.
“This approach serves as both part of their employee engagement strategy and a way to entice employees to come into the office after the work-from-home policies were lifted post-COVID,” she says.
Equally passionate about pets, and caring about their rights, Adam Hugill, Partner at Hugill & Ip Solicitors (pictured below), also acknowledges the significant benefits of having pets in the workplace.
“Allowing pets in the workplace has become an increasingly popular trend as employers look for innovative ways to enhance employee wellbeing and foster a positive work environment,” he says.
“Shared interactions with a playful dog or a curious cat can break the ice, improve teamwork, and create a sense of camaraderie, fostering social connections among co-workers, and enhancing morale and teamwork.”
Key considerations for allowing pets at work
While having pets at work can be enjoyable and beneficial, companies must consider various factors when implementing pet-inclusion initiatives. One major obstacle in Hong Kong is the policies enforced by the management running the building.
Jenkins points out that some buildings still have strict no-pet policies, which makes implementation even more challenging.
“At SPCA, we recognise that one of the biggest barriers to implementing pet-inclusive policies in offices is the building access restrictions, as many do not allow pets on the premises in the deed,” she says.
However, there is often a silver lining. “We often find that flexibility and exceptions can be negotiated even in Grade-A buildings,” she adds. In Hong Kong, Grade-A buildings are known as commercial buildings that meet the highest standards in terms of quality, design, functionality, and location.
Once the requirements for the premises are verified, attention should then turn to another crucial consideration – people. Hygiene is one concern, while safety is another.
From a legal perspective, Hugill notes that while there are no specific laws in Hong Kong that explicitly prohibit or regulate having pets in the workplace, employers still have a duty to provide a safe and hygienic place of work for all employees, while pet owners must take accountability to ensure their pets do not cause any on-site issues.
As tenants, employers could be held liable for any injuries or property damage caused by pets, and the presence of pets also introduces liabilities that vary by the environment, the type of pet, and the nature of the business.
“Offices and outdoor settings may accommodate pets with proper management, while retail spaces require stricter precautions as pets interacting with customers could lead to injuries or liability claims,” he points out.
“For outdoor workplaces, such as construction sites or landscaping, hazards include accidents involving machinery or vehicles. Employers must ensure pets are leashed or confined to safe areas to minimise risks.
“Meanwhile, food preparation areas are generally unsuitable. In certain industries – food and drink for example – strict hygiene regulations may limit the feasibility of a pet-friendly policy.”
Citing the example of bringing dogs to the workplace, Hugill says in most cases under Hong Kong’s common law principles, a dog owner would be liable if the dog was to bite someone. But there is also a possibility the employer would be jointly liable in a personal injury lawsuit.
With reference to a case in the US, the courts in Connecticut have concluded that allowing an employee to bring a dog to work does not make the employer a “keeper” of the dog. Still, a negligence claim could be made against the employer if a dog bite occurs in the workplace.
Certainly, in today’s volatile business environment, companies do not want any further legal complications on their hands.
Moreover, employers should also be mindful of discrimination and inclusion, since not everyone shares the same need and enthusiasm for having furry companions in the workplace. Jenkins and Hugill caution employers to consider that some employees may have phobias, allergies, or other concerns that make them uncomfortable around animals.
Hugill cites a New Jersey case, where a mail room employee who suffered from ailurophobia (fear of cats), filed a discrimination complaint against her company. The employee claimed that she was terminated due to her fear of the cats that her supervisor frequently brought to the office.
“While the courts have not yet found an employer liable for issues associated with allowing or prohibiting pets, this is an area to be aware of when considering a pet policy.”
On the other hand, for employees with disabilities, the philosophy is a little different as some may require a support animal with them at all times. In these cases, Hugill says that employers are required to comply with occupational health and safety laws, as well as anti-discrimination laws that protect them.
Therefore, in the case of employees who rely on service animals, an employer may be required under the Disability Discrimination Ordinance to make reasonable provision for the presence of a service animal in the workplace, while ensuring the safety and comfort of other employees.
“Some disputes involve the right of disabled employees to bring service animals to work versus the needs of other employees (for example, allergies, phobias). Courts generally favour employees with disabilities under anti-discrimination laws, provided the service animal does not pose an undue hardship for the employer,” he explains.
An employers’ guide to creating a pet-friendly work environment
To ensure the long-term success of a pet-friendly workplace policy, and creating a harmonious human-pet work environment, Jenkins and Hugill both agree it’s essential for employers to respect the rights and preferences of all employees. Striking a balance that accommodates pet lovers while ensuring a safe and welcoming environment for everyone is vital.
“The first step is assessing whether the idea is feasible for the organisation,” Hugill says.
He specifies that employers should evaluate whether the office layout, industry-specific regulations, and hygiene requirements are compatible with pets.
Conducting an employee survey is also recommended to gauge interest and identify potential concerns.
“Once feasibility is established, the next step is to develop a comprehensive pet policy. This policy should outline clear rules and expectations, including eligibility criteria for pets (for example, size, breed, or behaviour), vaccination and health check requirements, and behavioural guidelines,” he says.
“Specific elements such as leash requirements in shared spaces and designated pet-friendly zones should be included. Employers must also ensure that pet owners assume full responsibility for their animals through signed liability waivers.”
Jenkins adds that creating separate areas or floors for pets, and for those who prefer not to be around them, can be an effective solution, where feasible.
“It is also crucial to establish ‘pet zones’, and pet-proof the office, such as ensuring the space is free from toxic plants and/or hazardous items on the floor, for everyone’s safety.”
Hugill also outlines other safety measures for employers:
- Ensure that pets in the workplace are treated humanely, with access to food, water, and safe rest areas.
- Provide cleaning supplies for pet-related accidents and ensure that pet-friendly areas are sanitised regularly.
- Pets should be prohibited from entering certain hygiene-critical areas such as kitchens or medical rooms.
- Create designated areas for pets to maintain order and prevent disruptions in critical workspaces.
- Require proof of vaccinations, health checks, and behavioural assessments before allowing pets into the workplace.
- Pets should be supervised by their owners at all times, with leashes or carriers used in shared spaces.
- Review lease agreements and industry-specific regulations to confirm pets are permitted on the premises.
- Review and update workplace insurance policies to cover pet-related incidents.
- Establish procedures for reporting and responding to pet-related incidents such as injuries or damage. A designated team or individual should manage these concerns, and employees should be trained to respond to emergencies effectively.
“Clear communication is critical for the success of the policy. Employers should announce the new policy to all staff, provide training on pet etiquette and safety protocols, and ensure employees understand their responsibilities. This minimises misunderstandings and fosters a culture of respect,” Hugill adds.
He also suggests employers consider implementing a trial period. “This allows for the evaluation of the policy’s effectiveness and adjustments based on employee feedback. Providing a mechanism for ongoing feedback ensures continuous improvement.
“By addressing risks through clear policies, compliance, and safety measures, employers can create a balanced approach that fosters both inclusivity and productivity.”
Meanwhile, Jenkins recommends employers introduce pet-friendly policies in small steps to ensure a smooth transition. One approach is to test the waters with a one-time half-day event.
“We advise doing a dog-only event to start with, as they are most accustomed to ‘going out’; and advocate a ‘one species at a time’ policy to avoid any potential conflict. For example, some companies have started with dogs under 15kg to ensure a smooth and successful first event,” she says.
By fostering open communication and thoughtful planning, Jenkins believes workplaces can successfully implement pet-friendly policies that accommodate everyone's needs.
“Thorough consultation, planning, and advisory is the heart of SPCA’s ‘bring your dog to work’ initiative.”
A ‘pawsitive’ future of work with pets
Looking ahead, as Hong Kong’s first charity to take on the challenge of dealing with all aspects of animal welfare, Jenkins says the SPCA hopes to see more companies host annual dog-friendly events to experience the immense joy that pets can bring to a team, while giving back to the organisation.
“Over time, we would love to see more companies transition from occasional events to the regular acceptance of pets,” she says.
“Promoting the benefits of pet-friendly policies will encourage more businesses to adopt these practices, recognising that pets not only contribute to a harmonious and productive atmosphere, but also enhance employee wellbeing and strengthen team bonds. Ultimately, integrating pets into daily work life can foster a more supportive and engaged workforce.”
This article first appeared in the H1 2025 edition of Human Resources Online's Hong Kong e-magazine. View the e-magazine here, where you'll find power-packed features and interviews with leaders across various sectors!
Lead image / HRO
All photos / Provided
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