When people work together for extended periods, they can become close friends. We spend a lot of our lives working so it makes sense that some of the deepest friendships form in the workplace.
In today’s economy, more businesses are adopting the growing trend of having pets in the office.
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You might think Valentine’s Day (14 February) is all about flowers, chocolates, and expressions of love. However, in a workplace setting, this ‘romantic’ day can quickly become a stressful, drama-filled day for employers – and their HR department.
Office gossip, lover’s disputes, even sexual harassment… Any of these can happen when you have co-workers involved in a romantic relationship. Employers need to be able to navigate through such personal relationships in the workplace. If not, you could face low employee morale, ruined team cohesion, and poor business productivity.
For further advice, contact one of our expert HR advisors free of charge today. Now, let’s look at how employers can manage romantic relationships in their workplace.
What are the risks of workplace romances?
According to Business Leader, 60% of adults admit to having had a workplace romance. These sorts of relationships can boost morale, communication, and teamwork. Individually, they can also create a stronger sense of belonging and improve work-life balance.
However, research by Forbes found 40% of workplace romances involve cheating, increased workplace gossip, and promoted favouritism. Let’s take a look at the risks of workplace romances in more depth:
Sexual harassment
One of the biggest legal issues that workplace romances often involve is – specifically of a sexual nature.
claims are usually raised by those in a manager/subordinate relationship. Many claimants choose not to report their supervisor because they worry about being believed or supported. They may also believe their claims will stop them from being selected for potential opportunities.
Favouritism
Seeing public displays of affection between co-workers can be awkward, especially if one of them is a manager. It leaves colleagues feeling uncomfortable and even claiming nepotism in the workplace.
Favouritism creates divisions within teams – ruining morale, collaboration, and output. In more serious situations, bias or favourable treatment can even result in unlawful discrimination cases.
Workplace violence
When relations turn sour, couples may go through anything from public arguments to physical fights. Managing is part of an employer’s duty of care. Meaning, if employees are presenting verbal or even physical aggression, you must take proactive steps to tackle it.
Domestic violence is a real-life issue that doesn’t escape the workplace. In fact, the seriousness of such conduct have led to the recent passing of the Domestic Abuse (Safe Leave) Bill 2024. Under the Bill, employers have a legal duty to provide paid leave to employees who are facing domestic violence or abuse.
Are workplace romances legal?
Under UK legislation, workplace romances are not illegal. However, there are certain laws that might be applicable to co-workers who are romantically involved. For example:
The Equality Act 2010: The Act focuses on workplace victimisation, harassment, and discrimination. Marital and civil status is a protected characteristic under this Act; meaning, employers cannot treat married couples unfavourably due to being married.
: This Act states employers must take reasonable steps towards preventing sexual harassment in the workplace. It’s an extension of the Equality Act 2010 and focuses on sexual harassment in more depth.
: This Act outlines an employer’s legal duty to ensure the health, safety, and welfare of their employees. This includes both their physical state, as well as their mental one.
: This Bill declares employers must provide paid safe leave for workers who are facing domestic violence and abuse.
How to manage romantic relationships in the workplace
From new daters to married couples… Workplace relationships might seem sweet in the beginning. But employers can’t afford to be oblivious to potential business impacts they can cause. Let’s look at how to manage romantic relationships in the workplace:
Create a workplace relationships policy
The first step employers should take involves creating a workplace relationships policy. This should outline what defines a workplace relationship; who it applies to; and what happens if the rules are breached.
Your policy should also align with statutory laws on preventing sexual harassment. For example, the Worker Protection Act, Equality Act, and many others.
Our team of experts have put together a free for you to download, access yours now.
Prohibit relationships between managers and subordinates
Employee relations can be formed based on respect, hierarchy, social dynamics, and even personal associations. In a workplace relationship, there’s often one person who has a higher authority over the other; which can be easily misconstrued or manipulated.
Employers can choose to prohibit relationships between managers and subordinates. This ensures couples aren’t subject to power-dynamics or entrapments. This might be an easier rule to manage compared to banning romantic work relationships altogether.
Write up a workplace relationship contract
Some businesses have rules where co-workers must declare if they’re romantically involved with each other to their managers. In these cases, they're asked to sign a workplace relationship contract.
Whilst contracts like these might seem a little excessive, it’s beneficial for employers to be aware of their relationship for their own welfare, as well as the company’s. The contract might outline rules on public confrontations or even managing the aftermath of a breakup.
Highlight rules on workplace conduct
Another important area to consider is highlighting your rules on These should outline professionalism, respect, and behaviours at work – which must be adhered to at all times.
If couples are facing personal issues, refer them to a private mediation meeting. Advise them against confrontations in front of colleagues, customers, and clients. Extend conduct rules to work social events too; after all, they’re still representing your company.
Offer sexual harassment prevention training
Employers should offer sexual harassment prevention training to all staff members; but particularly those in leadership roles. should involve how to spot, manage, and eliminate the signs of such .
Sexual harassment prevention training can also help individuals understand how to deal with real-time issues. Popular training choices to include are seminars, role-playing, and reading materials. With the right guidance, employers are on their way to promoting a safer and respectful workplace.
Provide support during break-ups
Dealing with heartache and breakups aren’t exactly part of your duty of care. However, such situations can affect an employee's wellbeing – stopping them from performing well at work.
Employers can provide support for such wellbeing issues, even if they are personal. Employee assistance programmes (EAPs) offer bespoke wellbeing support. They’re confidential and kept separate from general HR teams.
Remember, employers aren’t expected to remedy or even rectify the situation. However, supporting employee wellbeing will encourage a healthy and happy workplace environment for all.
Get expert advice on managing relationships with Peninsula
From marriage quarrels to couple breakups… Employers have a lot to think about on Valentine’s Day. Employers need to plan ahead for potential disruptions and losses that this ‘romantic’ day might cause for their business.
Peninsula offers expert advice on managing relationships in your business, we have created a free for you to download and use within your company. Our 24/7 HR advice is available 365 days a year. Want to find out more? Book a free chat with one of our HR consultants. For further information, call 0800 051 3685.
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