From the moment I was about 12 weeks pregnant, a cloud of worry hung over our home: the cost of childcare and the thought of a stranger caring for my baby. It was overwhelming. What my husband and I didn’t even consider at first was whether infant care was even available in our area. Honestly, someone should really tell expectant parents to plan for childcare as early as possible—way before all the unsolicited advice about what to eat or how to sleep—but that’s a story for another time.
There were days during my pregnancy when I seriously questioned whether returning to work after maternity leave would even be worth it. The thought of paying so much for childcare that it almost felt like a fee just to go to work, while being away from my newborn, made my heart ache. But going back wasn’t optional. My job provided our family’s insurance coverage, and that was too important to disrupt, even for a new baby. After months of carrying anxiety around like a heavy backpack, I finally shared my fears with my manager. Her response completely shocked me: “Just bring her with you when you come back! We can have an office baby!” I thought she was joking—but she wasn’t. In fact, almost everyone in the office was thrilled at the idea, excited to welcome Baby P into our team.
I work for a small company with fewer than 50 employees, so I had six weeks of unpaid maternity leave, plus one week of PTO. My husband, Tony, was able to take only one week off since his company doesn’t offer paternity leave. During those seven weeks, I soaked up every moment with Priscilla: nursing, snuggling, rocking her, watching her tiny expressions change by the day. It was magical, perfect, exhausting, emotional, smelly, awkward, and painful—but magical and perfect nonetheless. As the end of my leave crept closer, I found myself crying almost daily, dreading the return to work.
On my first day back, Tony took the day off to stay home with Priscilla so I could get settled. For nearly two months after that, I brought her into the office every morning, hauling all her gear, trying to accomplish as much work as possible before her first nap on my chest, and then continuing my tasks once she slept.
I won’t lie—my productivity wasn’t what I expected. But the support I received from my coworkers was incredible. They worked quietly so I could focus, brought me coffee when I couldn’t leave my desk, and sometimes re-heated the same cup multiple times because I never drank it fast enough. One coworker became my official “baby entertainer,” playing silly videos, rocking, and bouncing Priscilla while I could catch a breather or even use the restroom. Occasionally, Priscilla would make the rounds to other floors for quick snuggles, bringing smiles and coos wherever she went. Their thoughtfulness was enough to bring me to tears more than once.
Of course, there were challenges. I couldn’t participate in every meeting or conversation if P was nursing, fussy, or mid blow-out. Phone calls sometimes went unanswered until I could respond via email. Every outfit had to be nursing-accessible, which added its own layer of stress. And even with all the support, I couldn’t shake the feeling that I was a burden on my colleagues, who were adjusting their routines to accommodate my tiny office companion—diaper cream scent included.
A few months later, my dad was able to help with daytime care. I started bringing Priscilla to the office only one or two days a week, while my dad watched her the other days. On days when she was especially fussy, I worked from home, with P plopped beside me, doing her baby things, making my dining room table the perfect, temporary office. During this time, we toured childcare centers and put our name on waiting lists, being told it would be about nine months before an opening appeared. Then, unexpectedly, a part-time spot became available starting January 2019. The transition to part-time care felt like the perfect compromise—I could regain my work routine while still having precious moments with my baby each week.
Now, Priscilla is 14 months old and has been thriving in childcare for nearly 10 months. She loves her teachers and has formed little friendships with her toddler buddies. Looking back, being able to bring her to work as a first-time mom gave me an invaluable sense of peace. My employer understood that this flexibility was crucial—not just for me staying with the company, but because it wasn’t really a big deal in our office environment. I know this arrangement wouldn’t work everywhere, but it proved that companies can extend similar accommodations if they truly care.
To anyone facing this same dilemma—returning to work while caring for a newborn—there is hope. Middle ground exists. Talk to your boss, explore schedule flexibility, and advocate for arrangements that make sense for your family. You might even be the one to help your workplace rethink how new parents are supported. For me, having an office baby wasn’t just a temporary solution—it was a lifeline, a bridge, and a reminder that a little understanding can go a very long way.
