Bringing babies to work – considerations for employers

Since MP Stella Creasy stirred controversy by cradling her new-born baby in a sling while speaking across the Houses of Commons, the question of whether employees should be allowed to bring their babies into work has become a hot topic.

It’s down to an employer’s discretion as to whether they allow employees to bring children onto the premises, but there are several factors that need to be considered first.

For some mothers, taking their baby with them to work is one way to balance childcare and their career. Research shows women are more likely to reduce their working hours to take care of their children than men, which can place them at a disadvantage when it comes to career progression.

Childcare career impact

A recent study showed that just 13% of women were promoted at work, compared to 26% of men. These statistics indicate women face a stark choice between work and family life, between having a stable source of income from work, or extra time with their baby if they choose to stay at home.

However, if implemented correctly, a policy that allows for babies at work can present many benefits, not only for the parent, but for the team. However, employers must be cautious, as having a baby in the workplace can create several headaches for employers, from insurance and liability to health and safety risks.

Key considerations of babies at work

Allowing one employee to take their baby into work creates a precedent which could lead to further requests from other working parents down the line. Employers would do well to adopt a fair and consistent approach to avoid tension in the workplace. It would be unfair to allow some requests while saying no to others without communicating clear reasons why.

Therefore, employers should establish a clear policy on babies and children in the workplace and set clear criteria for if, and when, babies would be allowed into the workplace, for example, in emergency situations such as if the parent cannot put childcare arrangements in place in time, if they are a single parent or cannot work from home.

Whether it is appropriate to have a baby in the workplace depends almost entirely on the temperament of the baby, parent and the nature of the job.

Exploring alternatives

Babies in the workplace can be a distraction, frustrating other employees and impacting both productivity and morale, so alternative options should always be explored first. For example parental leave which can be taken in blocks of one to two week, unless it involves the welfare of a disabled child, in which case in can be taken in day blocks.

Another alternative to consider is giving the employee emergency time off. Employees have a right to take a reasonable amount of time off to take care of dependents in an emergency, which can include a spouse or other family member. While this is usually reserved for crises, it can also be used whenever an employee needs a change in their working arrangements, if doing so would not disrupt the business.

Minimising risk and disruption

Employers should also remember that they are liable for the safety of everyone on their premises. To minimise risk, employers should consider setting limits on how long children or babies can stay in certain areas, and restricting which areas of the building they can be in. Insurers will likely refuse to provide cover if a baby was allowed into the workplace without some sort of restrictions in place.

Hygiene procedures will likely need to be revisited. As baby’s immune systems are more vulnerable than adults, extra care should be taken to minimise any risk of contamination and germs spreading to avoid illness. Employers would be wise to have rules in place around vaccination against certain diseases; that applies to the child on the work premises, as well as employees.

Collaborative approach

Employers should collaborate with their employees to set up an individualised plan to establish what days the baby will be allowed in the office, in which areas, and for how long these measures are likely to be in place, for example, until the baby can walk or crawl.

Consider adopting a trial period in the first instance to assess how effective the plan is and to ensure business operations can continue with limited disruption.

Employees will appreciate an employer who is open to new ways of helping them balance their childcare duties with their career. It shows them they are valued, respected, and seen as more than just a worker, boosting satisfaction and productivity, as well as the company’s positive reputation.

As well as helping your employee save on childcare costs which are skyrocketing exponentially, it’s also a major retention and morale booster. Parents need flexibility in their jobs if they are to balance their family life, so they are more likely to appreciate an employer who is open to a wider variety of flexible working arrangements.

*Kate Palmer is Associate Director of Advisory at Peninsula which provides HR and health & safety support for small businesses.

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