Knowledge Romantic relationships in the workplace also known as office romances or workplace romances are common and many successful couples met at work. However, office romances can often pose unique challenges and potential risks to organisations and its people. Accordingly, it is crucial for employers to take active steps to navigate through the challenges and risks of workplace romances effectively. This article sets out some of the steps employers can take to manage romantic relationships in the workplace effectively.
Steps employers can take to effectively manage relationships in the workplace
To effectively manage relationships in the workplace, employers should consider:
Developing a policy around relationships in the workplace
- Developing a clear and comprehensive policy regarding romantic relationships in the workplace and ensuring that conflicts of interests are addressed in the policy (or that workplace relationships are addressed in the conflict of interest policy) is key to mitigating some of the risks associated with workplace romances.
- The workplace relationship policy should clearly outline the expectations around romantic relationships in the workplace, including notifying the employer of the relationship, procedures for addressing issues arising from relationships in the workplace, and potential consequences for violating the policy.
- The policy, along with any other policies related to managing romantic relationships in the workplace should be inclusive. It is essential that the policy caters to the diverse requirements of employees and considers all sexual orientations or gender identities.
- All employees should be made aware of the policy and should have a good understanding of its implication.
- All policies should be regularly monitored and adjusted as needed to ensure that it remains relevant and effective.
Providing Training and Education
- It is crucial that employees are educated on what behaviours are acceptable within the workplace. Offering training sessions or workshops on workplace relationships, enables employees to acquire the skills and resources they need to navigate through some of the challenges associated with workplace relationships.
- Educating employees on appropriate and inappropriate conduct also reduces the risk that unrequited feelings may lead to more serious issues of workplace sexual harassment. It is important to note that an employer can be held vicariously liable for the actions of an employee. Accordingly, it is crucial that employers take all reasonable steps to prevent employees from engaging in unacceptable workplace conduct.
Addressing any potential Conflicts of Interest
- Romantic relationships between employees can often give rise to conflicts of interest, particularly in situations where one employee has more authority over the other. Employers should have policies and procedures in place for managing and addressing conflicts of interest for the protection of the organisation, other employees and those employees in the relationship.’
Addressing Complaints and Concerns Promptly
- Employers should have policies and procedures in place for addressing complaints or concerns related to workplace relationships. This policy should:
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- set out guidelines for reporting a complaint;
- identify an initial contact person; and
- the process for resolving a complaint.
What happens if the relationship ends
- Employers need to consider that not all relationships last the distance and oftentimes, the end of the relationship when there are heightened emotions can present other challenges and additional factors may come into consideration, i.e.:
- are both parties comfortable continuing to work together;
- are there any safety concerns;
- what is the potential impact on other people in the workplace.
By implementing the guidelines above, employers can effectively navigate romantic relationships in the workplace while minimising potential risks and maintaining a positive work environment for all employees. If you need assistance with preparing policies, navigating an issue that has arisen due to an office romance or any other employment law matters, please contact the team at Black Door Law.
Disclaimer: This information is intended as general legal information and does not constitute legal advice. If you have a specific issue and wish to discuss it, get in touch with the Black Door Law team by email hello@blackdoorlaw.co.nz or calling (04) 280 3980.