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Many organisations have started to adopt more family-friendly ways of working. Flexible hours, hybrid models and enhanced parental leave policies are helping to support working parents and improve employee retention.

As part of this shift, there has also been growing interest in welcoming children into the workplace, whether that's a structured "Bring Your Child to Work" event, a short emergency visit due to a childcare issue, or simply an informal drop-in.

While these occasions can be positive for team morale and work-life balance, they also introduce a number of practical and legal considerations.

Employers must ensure that any such visits are handled with care, taking into account health and safety, safeguarding, and the potential impact on colleagues. Striking the right balance between flexibility and risk management is essential.

In this article, we explore the key issues employers need to consider, from legal obligations and risk management, to the benefits and potential drawbacks of having children in the workplace. We also offer practical guidance on how to create a clear and consistent policy to ensure any visits are safe, appropriate, and well-managed.

Legal and health and safety duties

Employers have a legal responsibility to protect not only their employees, but also anyone else who may be present in the workplace.

Under Section 3 of the Health and Safety at Work etc. Act 1974, this includes visitors, such as children, whether they are attending a formal event or accompanying a parent on an ad hoc basis.

f children are on the premises, a risk assessment must take their presence into account. This applies even in relatively low-risk environments, and is particularly important where machinery, hazardous substances, or restricted areas are involved.

Children under the school leaving age of 16 should never be permitted in high-risk or hazardous environments. Settings such as construction sites, factories, workshops, and laboratories are unsuitable for visiting children, even under supervision.

Although there is no legal requirement to provide first aid for non-employees, the Health and Safety Executive (HSE) recommends that employers include visitors in their first-aid needs assessments. This helps ensure that appropriate resources and trained personnel are available should an incident occur.

In short, inviting children into the workplace may seem straightforward, but it must be underpinned by a clear understanding of the employer's legal duties and a proactive approach to risk management. 

When might children be in the workplace?

Children may be present in the workplace for a variety of reasons. Some of these may be planned, others less so. While most visits are short-term or occasional, employers should be aware of the different scenarios that can arise and the responsibilities each one brings.

Company events

Organised initiatives such as "Bring Your Child to Work" days offer a structured opportunity for children to visit the workplace. These events are often designed to be educational and engaging, and may include planned activities or guided tours.

While these visits can enhance company culture, they require careful coordination to ensure safety and minimise disruption.

Emergency care breakdowns

Unexpected school closures or last-minute childcare issues may prompt an employee to request permission to bring their child to work.

While employees have a statutory right to unpaid time off for emergencies involving dependants, accommodating the child in the workplace is entirely at the employer's discretion and must be managed with appropriate safeguards in place.

Occasional drop-ins

A brief visit, such as introducing a new baby to colleagues, may seem harmless, but it still presents certain considerations.

Employers should remain mindful of workplace risks and ensure the visit is kept short, supervised, and confined to safe areas.

On-site crèches

Some larger organisations offer dedicated childcare facilities for employees. While this can be a valuable benefit, it can carry significant cost and liability implications. Employers considering this option must comply with both health and safety legislation and relevant childcare regulations.

The benefits of family-friendly flexibility

Allowing children into the workplace on occasion, when managed safely, can support a more inclusive and empathetic culture. While such arrangements must be carefully considered, there are a number of potential benefits.

Reduced absenteeism

In emergencies where childcare falls through, giving employees the option to bring a child to work, if safe and practical, can avoid unplanned absences and ensure continuity of work.

Improved employee retention

Supporting employees through family challenges can foster loyalty and help retain valuable talent, particularly among working parents who may otherwise struggle to balance work and care responsibilities.

Boosted morale and inclusivity

Acknowledging employees' lives outside of work builds a more supportive environment. A flexible approach to family needs demonstrates trust and promotes positive engagement across teams.

Progress towards gender equality

Offering support for working parents helps to level the playing field, particularly for mothers who are statistically more likely to leave the workforce due to childcare challenges.

A flexible, human-centred culture

Ultimately, accommodating employees' family circumstances, within reason and with safety in mind, signals that the organisation values its people. This can strengthen internal culture and help position the business as an employer of choice.

The potential risks and drawbacks

While there are clear benefits to supporting working parents, employers must also be aware of the challenges that come with having children in the workplace. Without clear boundaries, even well-meaning flexibility can create unintended issues.

Disruption and distraction

Children, especially younger ones, may inadvertently interrupt meetings, distract colleagues, or prevent their parent from working effectively. This can impact productivity and team dynamics.

Health and safety responsibilities

Employers have a legal duty to ensure the safety of all individuals on the premises, including visiting children. Many workplaces are not designed with child safety in mind, and the presence of a child may introduce new risks that must be carefully assessed and managed.

Setting an unintended precedent

If one employee is allowed to bring a child to work, others may expect the same privilege. Without a clear policy, this can lead to inconsistent decision-making, or the workplace being perceived as a substitute for childcare.

Concerns around professionalism

Depending on the culture and nature of the organisation, the presence of children, however well-behaved, may be seen as unprofessional or disruptive to the business environment.

Managing illness

Allowing a sick child into the workplace can introduce health risks for others. There must be clear guidance that children who are unwell should not be brought in under any circumstances, with alternative arrangements suggested to support the parent in question.

Children in the workplace - setting a clear policy

If your organisation is open to allowing children into the workplace, whether occasionally or as part of a structured initiative, a written policy is essential.

Not only does this support consistency and fairness, but it also helps to manage risks and set clear expectations for all employees.

A well-considered policy should cover the following:

Supervision responsibilities

The employee must retain full responsibility for supervising their child at all times. This includes ensuring the child's safety and appropriate behaviour throughout the visit.

Age and visit limits

It is sensible to set boundaries around the age of children permitted on site, as well as how long and how often visits can occur. For example, the policy might exclude children under a certain age, or limit visits to occasional, pre-approved circumstances.

Restricted areas and risk zones

Children should not be permitted in areas that contain machinery, hazardous substances or other potential dangers. Even in office-based environments, consideration should be given to, for example, access to equipment, trailing cables, or other risks. Where lifts are available, their use should be supervised to prevent accidents and ensure safe movement around the premises.

Fire safety and emergency evacuation

All employees must be made aware that they are responsible for supervising their child during any emergency situation, including fire evacuations. Employers should ensure that fire safety protocols take the presence of children into account, particularly in relation to:

• Evacuation routes and muster points
• Signage and announcements
• The additional time or assistance that may be needed

It is good practice to communicate evacuation procedures to any visiting parents or guardians at the start of their visit, no matter how long they are expected to be present.

Professional conduct expectations

The presence of children must not interfere with normal working practices. Meetings, phone calls or shared workspaces should not be disrupted, and employees should be encouraged to consider the impact on others.

Risk assessment process

Employers are legally required to assess risks to anyone on site. The policy should state that any request to bring in a child will be subject to a risk review, including any adjustments needed to ensure a safe visit.

Optional liability waiver

Some organisations include a signed acknowledgment that the parent or guardian accepts responsibility for their child's welfare and behaviour while on the premises. This can help clarify expectations, but does not remove the employer's duty of care.

Approval and escalation process

The policy should outline who can authorise visits (typically a line manager or HR) and what steps to follow in the event of unforeseen issues or emergencies.

By setting these parameters, organisations can remain supportive of employees while maintaining a safe, professional and productive working environment.

Conclusion: balancing compassion with caution

Regardless of the reason, any time a child is present in the workplace, their safety and well-being - and the safety and well-being of others - must be a primary consideration.

Creating a workplace that supports families does not have to come at the expense of safety or professionalism. With thoughtful planning, clear policies and appropriate safeguards, it can be possible to accommodate occasional visits from employees' children in a way that works for everyone.

The key is to strike the right balance: welcoming flexibility where appropriate, while staying alert to legal duties, health and safety requirements, and the impact on other employees.