Dealing Realistically with Workplace Relationships
HR Perspective
Policies and procedures should cover employee dating with clear communication to ensure employee direction and understanding
Romantic relationships between employees can lead to disruption in the workplace when the relationships end, and can adversely affect employee morale and productivity. They may also lead to claims of favoritism or sexual harassment. Practical experience has shown that rules “outlawing” such relationships are often ignored, so it is important for companies to have policy guidelines in place to regulate such relationships. These regulations—which should be part of the employee handbook—must contain the company’s policy on sexual harassment, on the penalties for disruption at the workplace, and any other rules which might be applicable to the circumstance. These rules can include a requirement for employees to report their romantic involvement to the human resources department, provide affirmation that the relationship is consensual, and that they know and understand regulations relating to issues such as favoritism, violence in the workplace, and disruption to the work environment.
