Description:
What’s the best way to ask for pet-care benefits (pet insurance, daycare stipend, emergency leave, or occasional on-site pet days) as part of my compensation? Which signals make a request reasonable (company size, benefits budget, employee retention data), when should I bring it up (hiring, performance review, open enrollment), and how can I frame the ask to emphasize business value and low cost (benchmarks, pilot programs, cost-sharing)? What are sensible fallback options if HR says no?
2 Answers
Look, let me tell you how it really is... Pet perks sell. Ask during an offer or benefits planning when you have leverage. Bring a tiny pilot, employee survey, and quick ROI math tied to turnover and absenteeism. Offer payroll pre-tax or employee-pay options to keep employer cost low. If HR balks, push for flex time, WFH pet days, vendor discounts, or a voluntary payroll-deducted plan.
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