The Most Dependable Employer of Record Services for the Pet Care/Animal Health Industry
In the pet care industry, every moment counts, and managing HR responsibilities can be time-consuming and distracting. At HR Options, we offer specialized employer-of-record (EOR) services to support the fast-paced needs of veterinary clinics, grooming salons, boarding facilities, and mobile services.
We handle everything, including onboarding, payroll, tax filings, and benefits administration, so you can focus on pets and clients and grow your practice. Whether you’re hiring veterinary staff during peak seasons or expanding your mobile services, we ensure your hiring remains compliant, accurate, and seamless.
Our user-friendly EOR platform gives you complete real-time visibility to help you track payroll, manage scheduling, and oversee operations across your clinics, grooming salons, and mobile units. Your clients trust you to care for their pets, and you can trust us to care for your team!
Streamline Pet Care Hiring with Expert HR Support
At HR Options, we handle the complete employment process and legal compliance so you can focus on pet care, client relationships, and growing your business. From veterinary technicians and reception staff to kennel assistants and telehealth teams, we make every hire quick and stress-free.
Are you scaling your team for busy seasons or launching a new location? Our EOR experts support pet care businesses with comprehensive HR services that keep your operations smooth and compliant. Our end-to-end services include:
- Onboarding
- Offboarding
- Payroll processing
- Tax filings
- Timesheet tracking
- Handling healthcare-related forms
- Managing employee benefits
- Support with employee relations
- Compliance with employment laws
Valuable Benefits for Your Pet Care Workforce
Great pet care starts with a team that feels valued and supported. In the animal health industry, where the work is demanding, and turnover can disrupt service, strong benefits help you keep your best people and maintain consistent care for your clients and their pets.
At HR Options, we help pet care businesses build benefits packages that reflect your values. Whether you manage a veterinary clinic, grooming salon, or mobile service, we work with you to create a plan that attracts top talent and keeps your team motivated. Your benefits package may include:
- Life Insurance
- Medical Insurance
- Vision Insurance
- Dental Insurance
- Long-Term Disability Insurance (LTD)
- Health Savings Account (HSA)
- Flexible Spending Account (FSA)
- Pension or Retirement Plans
Essential Employment Information for the Pet Care Industry
Looking for reliable employer-of-record services for your animal health business? Here’s some essential employment information we think you should know:
What is the Minimum Wage Rate for Pet Care Employees?
Minimum wage rates for pet care employees vary by state or province. In the U.S., the federal rate is $7.25 per hour, but many states require higher rates, such as $16.00 per hour in California and New York City. In Canada, the federal rate is $17.75 per hour, with provincial rates differing. HR Options helps your pet care business comply with wage laws while ensuring accurate payroll for your team.
What is Considered Full-Time Employment in the Pet Care Industry?
In the pet care and animal health industry, full-time employment usually means working between 35 and 40 hours per week. However, each clinic, grooming salon, or boarding facility may set its own definition based on business needs.
Full-time status often affects access to benefits, paid time off, and scheduling. Employees should review their workplace policies to understand how full-time hours impact their compensation and benefits.
How Do Pet Care Employees Get Paid Overtime?
This industry follows the federal Fair Labor Standards Act (FLSA) for overtime pay. Employees receive 1.5 times their regular hourly rate for hours over 40 a week. Some roles, such as certain managers or professional positions, may be exempt based on job duties and classification. Pet care employers should review roles carefully to ensure accurate overtime pay compliance.
How Long Does Onboarding Take in the Pet Care Industry?
In the pet care and animal health industry, onboarding typically takes two to five business days once employees submit all required documents. The process may take three additional days if a new hire needs work eligibility verification.
At HR Options, we streamline onboarding for veterinary clinics, grooming salons, and mobile services so your team members can start caring for pets and serving clients without unnecessary delays.
What is the Payroll Cycle in the Pet Care Industry?
Most pet care businesses pay their employees twice a month to keep payments consistent. Many clinics and grooming salons pay around the 15th and the last day of the month. The second paycheck often includes bonuses or reimbursements. This schedule helps pet care businesses manage cash flow while giving employees a reliable pay schedule they can count on.
What is the Payroll Cycle in the Pet Care Industry?
Most pet care businesses pay their employees twice a month to keep payments consistent. Many clinics and grooming salons pay around the 15th and the last day of the month. The second paycheck often includes bonuses or reimbursements. This schedule helps pet care businesses manage cash flow while giving employees a reliable pay schedule they can count on.
Details of New Hire Paperwork
Requirements for the Pet Care Industry
Hiring in the pet care and animal health industry requires collecting key documents to ensure compliance, protect your business, and create a smooth onboarding experience for your new team members. Here is what you need for each new hire in the United States:
Form W-4
New hires complete this IRS form to set federal tax withholding. It helps your business process payroll correctly while ensuring employees pay the right taxes each pay period.
State Withholding Form
Collect the required state tax withholding form based on your employee’s work location. This form ensures you deduct the correct state income taxes, helping your business comply with local payroll laws.
Form I-9
All new hires must complete Form I-9 to verify their identity and eligibility to work in the United States. Employers must review and retain supporting documents as part of the verification process.
Workers’ Compensation Notice
Provide a written notice explaining employee rights under your state’s workers’ compensation laws. Include how to report workplace injuries and outline the available coverage and benefits your team can access.
License and Certification Verification
Collect and verify veterinary technician licenses, grooming certifications, or other required documents before a new hire starts. This verification ensures your team meets legal and industry standards for quality and compliance.
Local Requirements
Follow additional paperwork requirements for new hires in Flagstaff.
Additional Recommended Documents
Employee Handbook
Share your employee handbook to outline workplace policies, dress codes, scheduling expectations, and available benefits. It helps new hires understand your standards and feel prepared to start confidently.
List of Contacts
Give new employees a contact list for supervisors, HR representatives, and managers. This list makes it easy for them to get support, report issues, or clarify schedules during their first weeks on the job.
Direct Deposit Authorization Form
Collect your employee’s banking details, including account and routing numbers, to set up direct deposit. This form ensures accurate, on-time payroll while reducing the administrative burden of manual paycheck processing.
Emergency Contact Form
For safety and compliance, request your employee’s emergency contact details. This form lets your business respond quickly and appropriately if a medical or safety incident occurs during work hours.
Confidentiality and Non-Disclosure Agreements
Use NDAs to protect sensitive client and pet health data, internal systems, and pricing information. These agreements help your pet care business maintain trust and safeguard confidential information.
Job Offer Letter
Provide a clear letter outlining the position title, start date, pay rate, work schedule, and available benefits. This document sets clear expectations and confirms employment details before onboarding begins.
Employment Taxes in the Pet Care Industry
Employment taxes and statutory fees directly affect payroll for pet care employees, impacting your clinic or grooming business’s budget and compliance obligations. Here is a clear breakdown of standard employment taxes in the United States for the pet care and animal health industry:
Employer Taxes
| Employment Tax | Tax Percentage |
|---|---|
| FICA (Medicare) | 1.45% |
| FICA (Social Security | 6.2% |
| State unemployment insurance tax (SUTA) | Varies by state |
| Federal unemployment insurance tax (FUTA) (charged on the first $7,000 earnings per year of an employee) | 6% |
Employee Taxes
| Tax Type | Tax Percentage |
|---|---|
| FICA (Medicare) | 1.45% |
| FICA (Social Security | 6.2% |
| State income tax | Varies by state |
| Federal income tax | 10% to 37% (based on earnings bracket) |
Important Leave Policies in the Pet Care Industry
Pet care businesses support employee well-being and compliance by offering various leave policies aligned with state and federal guidelines. Here is a clear overview of important leave types for the pet care and animal health industry:
| Leaves Title | Law |
|---|---|
| Sick Leave | Many pet care businesses provide paid or unpaid sick leave to support employee health and reduce unplanned absences. |
| Bereavement Leave | Clinics and grooming businesses often allow time off to grieve and attend services for immediate family members. |
| Crime Victims' Leave | Businesses may provide leave for employees dealing with personal or legal matters after being victims of a crime. |
| Court Attendance/Witness Leave | Employers provide unpaid time off for employees required to attend court or serve as witnesses. |
| Domestic/Sexual Violence Victims' Leave | Many pet care employers include leave for employees coping with domestic violence or similar situations, even without a legal mandate. |
| Election Officials' Leave | Employers often allow time off for employees serving as poll workers or election officials during elections. |
| Family and Medical Leave | Under FMLA, eligible employees at businesses with 50+ staff can take up to 12 weeks of unpaid, job-protected leave. |
| Family Military Leave | Some employers provide leave for employees managing responsibilities related to a family member’s military service. |
| Jury Duty Leave | Employers must allow employees to serve on jury duty without penalty or termination. |
| Legislative/Political Leave | Employers may grant leave to employees engaged in legislative or political activities, depending on policies. |
| Military Service/Veterans' Leave | Federal law protects employees taking leave for active duty, training, or reintegration after service. |
| School Activities/Visitation Leave | Employers may allow parents time off to attend school meetings, events, or emergencies |
| Volunteer Emergency Responder Leave | Many businesses support community service by allowing leave for volunteer firefighters, EMTs, or first responders. |
| Voting Leave | Employers often grant reasonable time off for employees to vote on election days. |
| Public Health Emergency Leave | Many clinics and salons offer leave for quarantine, isolation, or recovery during public health emergencies. |
Comprehensive Employment Termination Details
Probation Period
Many pet care employers use a probation period of 3 to 6 months to assess new hires. This period helps you and your employee confirm the fit for the role, ensuring your clinic or grooming salon builds a reliable team before finalizing permanent employment.
Termination Process
Pet care employers may end employment when necessary, but they must ensure terminations remain fair and lawful and avoid discrimination or retaliation during the process. At HR Options, we guide pet care businesses through professional terminations to protect compliance and reduce legal risks.
Notice Period
While no federal law requires a notice period, many pet care employees give two weeks’ notice when resigning to support a smooth transition. Employers should review contracts or policies to confirm if notice requirements apply to their workplace.
Severance and Final Pay
Employers provide severance pay only if outlined in contracts or company policies. Pet care businesses must pay out unused vacation or paid time off (PTO) upon an employee’s departure, following state labor laws and ensuring compliance during offboarding.
New Hire Reporting
Employers must report all new hires and rehires to the New York Department of Taxation & Finance within 20 days of the employee's start date. This report should include the employee’s full legal name, date of birth, address, start date, and social security number.
Local Requirements
Follow additional paperwork requirements for new hires in Flagstaff.
Which Laws Apply to Your Pet Care Business?
In the United States, each state enforces laws that shape the employer-employee relationship in the pet care and animal health industry. Following these regulations protects your business and ensures compliance. At HR Options, we help pet care businesses navigate and follow state and federal employment laws to reduce risk and support smooth operations. Here are key regulations that may apply to your pet care business or organization:
| Law | Applies To | Description |
|---|---|---|
| Human Rights Act | Employers with 12+ employees | This law prohibits discrimination in hiring and employment based on race, color, religion, national origin, disability, age, gender, and other protected characteristics. |
| Equal Pay Act | All employers | Requires equal pay for men and women performing similar work, with some exceptions for seniority or merit. |
| Minimum Wage Law | All employers | Sets minimum wage rates for pet care employees; rates vary by state and federal standards. |
| Overtime Pay Law | All employers | Requires 1.5x pay for non-exempt employees working over 40 hours per week or 8 hours per day in some states. |
| Wage Payment Law | All employers | This law requires timely and accurate wage payments to protect employees and ensure compliance. |
| Final Paychecks | All employers | Employers must pay all final wages by the next scheduled payday after separation. |
| Voting Leave Law | All employers | Requires reasonable paid time off to vote if an employee’s schedule conflicts with polling times. |
| Workers' Compensation Law | Employers with 1+ employees | Provides medical care and wage replacement for employees injured or made ill due to work-related causes. |
| Meal Breaks Law | Employers with non-exempt employees | Requires meal breaks (typically at least 20 minutes) for shifts of 6+ hours, with additional breaks for minors. |
| Family Medical Leave Act (FMLA) | Employers with 50+ employees | Allows eligible employees up to 12 weeks of unpaid, job-protected leave for health conditions or family care. |
| Occupational Safety and Health Act (OSHA) | All employers | Requires maintaining a safe, hazard-free workplace in clinics, grooming salons, and mobile units. |
| Clean Indoor Air Act | All employers | This act prohibits smoking in enclosed workplaces and public spaces to promote a healthier work environment. |
| Paid Time Off (PTO) / Vacation Leave | Employers (by company policy) | There is no legal mandate, but employers may create PTO and vacation policies, including accrual and usage rules. |
| Termination Law | All employers | Allows terminations following fair practices and anti-discrimination laws; notice or severance may vary. |
| Whistleblower Protection Law | All employers | Protects employees from retaliation when reporting workplace violations or participating in investigations. |
| Background Check Law | Employers in regulated sectors | Pet care employers conducting background checks must comply with federal laws, such as the Fair Credit Reporting Act, especially in sensitive positions. |
| Social Media Law | All employers | Employers cannot demand access to employees' social media accounts or passwords. |
Want to Build a Talented Team for Your Pet Care Business?
Partner with our EOR experts to simplify hiring, stay compliant, and build a strong team that keeps your clients and their pets coming back with confidence.