Member Article

Love in the workplace; managing personal relationships

As Valentine’s Day approaches, this got us thinking about love. Undoubtedly the rise of social media has had an impact upon how many people meet their significant other but, the fact remains, many people still meet partners through work. It’s not surprising really given the amount of time we spend at work but, for some employers, learning of a new office romance can leave them feeling on edge.

Employers cannot, of course, ban personal relationships at work but, where these could possibly have a detrimental impact upon the workplace, certain steps can be taken to minimise any issues that may arise. Employers must be mindful of striking a balance between an employee’s right to a private life with the need to protect its business interests.

1. Consider a policy which requires staff to notify them of any relationship which develops with a colleague. Policies should not be intrusive but should be balanced to protect the business.

2. Where you become aware of a relationship and have concerns, informally speak to the individuals. Acknowledge that you do not have a problem with the relationship but make it clear that it must not interfere with work.

3. Consider the reporting lines of those colleagues who are in relationships. A conflict of interest can easily arise if one of the individual’s reports to their partner so you may need to address this. Be wary of possible complaints from staff about favouritism or unfair treatment.

4. Be aware of the possibility of unwanted conduct. One employee’s feelings may not be reciprocated by the other and unwanted advances will, almost always, amount to harassment. Ensure you have an anti-bullying and harassment policy in place tackle this.

5. Inevitably, not all workplace romances will run smoothly and the break down in a relationship may lead to inappropriate behaviour by one of the individual’s concerned. This should be addressed without delay, usually via your disciplinary procedure.

6. Ensure you take disciplinary action for inappropriate behaviour. Remember, employers are entitled to expect a certain standard of behaviour during working time and on company premises. Whether it is unwanted advances or employees being caught in a compromising position, ensure you take appropriate action.

Here at SCE Solicitors, we are experts in helping businesses manage their employees. If you would discuss relationships at work, or any other issues arising with your staff, please contact me on 01133 50 40 30 or at mandy.walton@scesolicitors.co.uk.

SCE Solicitors is a boutique employment law practice based in Leeds which advises clients nationwide. Please note that the information in this blog is to provide information of general interest in a summary manner and should not be construed as individual legal advice. Readers should consult with SCE Solicitors or other professional counsel before acting on the information contained here.

This was posted in Bdaily's Members' News section by SCE Solicitors .