How to Handle Children in the Workplace
This can be a surprisingly tricky topic because it’s a balance between policy and human empathy. The “right” approach depends on the type of workplace, but there are some solid principles that a dental office should follow.
Start with Clear Expectations
If children are allowed at certain times (school holidays, emergencies, or special events), say so explicitly. If they are generally not allowed, that should also be clear. A lack of transparency is what creates tension and awkwardness among coworkers.
Things to clarify in advance:
- When children are allowed (if ever)
- Where they can be (specific rooms vs. common areas)
- Who is responsible for supervising them (always the parent)
- What behavior is acceptable (quiet, non-disruptive, and safe)
When expectations are written down, it feels less personal, more fair, and gives structure to the team.
Put Safety and Productivity First
Safety should be the top priority. This is your strongest and least controversial anchor. Dental offices present real risks, including equipment and confidential information. Even in non-clinical areas, distractions can affect coworkers who did not opt into a shared childcare environment. Frame decisions around risk and impact, not opinions about parenting.
Be Empathetic, Not Permissive by Default
Most parents bring children to work because something went wrong—childcare fell through, school closed, or there’s an emergency. A little empathy goes a long way.
You can say:
“I understand this is a tough situation. Let’s figure out a short-term solution that works for everyone.”
That might mean:
- Remote work for the day (if applicable)
- Adjusted hours
- Allowing employees to take time off
- Providing a quiet space for a very limited time
- Being creative when helping employees find a solution
Empathy doesn’t mean allowing the situation to become the new normal.
Treat Everyone Consistently
Nothing creates resentment faster than perceived favoritism. If one employee is allowed to bring a child, others will expect the same. Non-parents may feel their work environment is being compromised. Consistency protects both morale and management.
Plan Alternatives in Advance
If you’re in a leadership role, proactive planning helps:
- Flexible scheduling when possible
- Backup childcare resources or guidance
- Clear emergency procedures
That said, most dental offices cannot accommodate a high level of flexibility due to the nature of the clinical environment.
Keep Conversations Private and Respectful
Never correct or confront someone about their child in front of others. Handle the situation one-on-one, calmly, and without judgment. Focus on behavior and impact—not the child or the parent’s choices.
Finding the Balance
This is a common issue in today’s workplace, especially during a time when recruiting and retaining quality team members is challenging. To retain employees, it can help to be flexible and creative in finding solutions for childcare situations. However, the office still needs to operate efficiently and remain profitable.
There is a fine balance. It’s important to support your team, but just as important not to take ownership of every personal challenge. Ultimately, clear communication and setting expectations will resolve most situations before they become larger issues.
About the Author
Melanie Keesee, MAADOM
Melanie Keesee joined AADOM in 2021. She is currently a member of the Tri-State DPLN. Melanie’s background is primarily in Business Management, Human Resources, and Finance and Accounting. She received her BSBA in Management from Sullivan University.
Melanie and her husband, Michael, live on their farm in Custer, KY, along with their 2 adorable dogs, Chopper and Copper. When she isn’t working, she visits the beach as much as possible.
