Love at Work: A Workplace Romance Survival Guide
Posted on February 14, 2025
With February being the month of love, it’s a great time to consider workplace romances—sometimes a rom-com, sometimes a horror story, and occasionally just plain drama. While love might be in the air, there are few key considerations when it comes to relationships in the workplace, from a HR perspective, to stop it becoming messy!
Power Dynamics
Dating your boss? That’s either true love or career suicide. If a manager starts dating a direct report, the stakes rise fast—sometimes faster than a bad Tinder date. The question is: is it really worth it?
The Breakup Effect
Love is wonderful, but breakups? Messy. The workplace isn’t a therapist’s office, and while we’d prefer “amicable separation,” we often get the “Battle of the Exes.” If your once-loving partner starts hoarding office supplies and giving you the side-eye in meetings, it becomes an issue that needs addressing
PDA: Public Displays of Affection
- 1. Holding hands in the office? Risky.
- 2. Public displays of affection at work events? Not great.
- 3. Sending flirty messages on work systems? Just remember, those messages can be reviewed
Conflicts of Interest:
If your partner suddenly gets a promotion, be prepared to be challenged. Nepotism isn’t romantic—it increases the risk of colleagues potentially resenting you. Transparency is key to maintaining workplace fairness.
Legal Risks: When Flirting Crosses the Line
- Unwanted flirting? Huge red flag.
- Love notes turning into tribunal claims? A nightmare. Sexual harassment is a serious issue, and the line between romance and harassment must always be clear.
The Post-Breakup Transfer Request
If working together becomes unbearable, there may be a need to relocate one of you—preferably without a Hunger Games-style showdown over who stays in Marketing
At the end of the day, workplace romances are like office coffee—best handled with care to avoid burns!
The Serious Stuff: Sexual Harassment and the Law
The Equality Act 2010 defines sexual harassment as unwanted conduct of a sexual nature that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment. It can also occur when someone is treated unfairly for rejecting or submitting to such behaviour.
Since 26 October 2024, employers have a legal duty to take reasonable steps to prevent workplace sexual harassment, including during work events and social gatherings. Given how workplace relationships could be perceived as harassment, it’s crucial for employers to:
- Assess risks of sexual harassment.
- Implement preventative measures.
- Provide clear workplace policies.
- Train employees on recognising and reporting harassment.
To Ban or Not to Ban?
Some businesses take a zero-tolerance approach to workplace relationships. However, a total ban may breach employees’ privacy rights and could lead to secret relationships, discrimination claims, or constructive unfair dismissal claims. Additionally, tribunals often find such bans unreasonable and difficult to enforce.
Instead of banning workplace relationships, companies should implement a clear and fair policy. Many organisations require employees in relationships to disclose them to the Business, particularly when conflicts of interest arise. If employees must be transferred due to a romantic relationship, employers should ensure that decisions are fair and avoid potential claims of sex discrimination
The Takeaway
Romantic relationships at work are a reality, but they don’t have to disrupt the workplace. With thoughtful policies and careful management, Businesses can reduce the risks while allowing employees to maintain both their professional and personal lives successfully
Do get in touch with SME HR Consultancy if you want 30 minutes of free advice:
+44 (0) 2382 518 004
info@smehrconsultancy.com
www.smehrconsultancy.com
