Valentine’s Day is coming and love is in the air
It is estimated that over a quarter of employees meet their long-term partner at work and that more than half have had a personal relationship or office romance with a work colleague. Employers have to accept that personal relationships in the workplace are normal and are going to happen. In most cases, they will not present a problem.
However, there are occasions where the romantic relationship does not go well or end well. Where this happens, it can affect the working relationship. Where it interferes with work, it becomes a concern of the employer.
What should the employer consider? Should businesses have a written policy?
Whereas, larger companies may have a written policy, smaller businesses may not wish to – it may seem unrealistic and unnecessary. Nevertheless, consideration should be given to the following issues and how they would deal with them: –
- Does the company wish to impose any rules on workplace relationships?
- Are staff required to inform their manager if they enter into a workplace relationship?
- How should any conflict of interest be managed?
- How to manage perceived or actual favouritism when a manager is involved in a relationship with a junior member of staff.
- Dealing with claims of bullying and harassment if the relationship goes wrong.
Ensure any policy or rules you impose applies to everyone in the business – from the MD down.
Other policies that may be used if there is an issue could be the grievance policy or harassment policy. You may wish to have these in place so that any allegations following a failed relationship can be dealt with effectively.
It is important to strike a balance between protecting the interests of the business and your staff’s right to a private life.
You may wish to inform staff that workplace relationships are acceptable as long as they don’t affect work. You may wish to discuss expectations of behaviour in work, such as:
- No kissing, touching or holding hands in the workplace,
- Inform staff that all communications should be professional, eg work emails,
- Awareness of confidential information that may be passed between partners.
Quite often HR get involved when conduct is breached and it becomes a disciplinary matter. If this is the case, act promptly and deal with it.
Relationships with clients, customers, contractors and suppliers
In addition to office romances, it is also possible that an employee may have a personal relationship with one of the employer’s clients, customers, contractors or suppliers. This should not present a problem, unless the individual is a professional adviser to the third party, for example in a doctor and patient or lawyer and client relationship.
However, there is the risk of obligations of confidentiality being broken, and the potential for an employee to abuse their level of authority or exert undue influence over the other party, or vice versa, for example by favouring the particular supplier or by reducing the client’s charges. Employers may, therefore, wish to ensure that their policy guidelines cover this situation.
If you need any further help on this subject, the Hill HR team can help you. We would be pleased to have a chat with you. Contact us on 07483 253984 or email claire.hill@hillhr.co.uk.
