Two Turtle Doves… and Their Office Romance

“On the second day of HR’s favorite season, my lawyers said to me… two workplace romances (and policies to manage them).”

Those turtle doves aren’t the only ones snuggling close at night… romance in the workplace can be exciting—but tricky—territory. While love may blossom by the water cooler, employers must carefully navigate risks to workplace culture, productivity, and legal compliance. Without clear guidance, even consensual relationships can lead to perceptions of favoritism, claims of harassment, or conflicts of interest.

Why Having a Policy Matters

A thoughtfully drafted workplace romance policy protects both the organization and employees. It sets transparent expectations, clarifies acceptable conduct, and helps reduce misunderstandings. These policies aren’t about punishment—they establish clear rules of engagement so everyone knows where they stand.

Key Considerations for Your Policy

• Disclosure Requirements: Many organizations require employees involved in a romantic relationship to disclose it to HR or management. This allows the company to manage reporting structures and conflicts of interest while respecting privacy.
• Supervisory Relationships: Romance between a manager and a direct report can raise concerns about favoritism or undue influence. Many policies prohibit such relationships or require reassignment of one party.

• Professional Conduct: Regardless of relationship status, employees should maintain professionalism. Public displays of affection, inappropriate communication, or behavior that disrupts colleagues’ work should be prohibited.

• Power Dynamics and Fairness: Policies should address potential imbalances in power and ensure employees don’t feel their job security depends on the continuity of the relationship.
• Neutral Processes: If issues arise, investigations should be conducted impartially. For sensitive cases, involving unbiased third parties can help ensure fairness and reduce bias.
• Anti-Harassment Protections: Policies must reinforce that all employees have the right to work free from harassment and retaliation, regardless of relationship status.

Best Practices for Implementation

• Communicate Clearly: Include the policy in your employee handbook and review it during onboarding and annual training.
• Be Consistent: Apply rules uniformly to all employees; inequitable enforcement may expose the organization to legal risk.
• Review Regularly: Workplace norms and legal requirements evolve—periodically update your policy to maintain compliance.
• Train Managers: Supervisors should understand their responsibilities for managing disclosures and monitoring conflicts of interest.

The Takeaway

Workplace romances are common. With thoughtful policies, employers can safeguard their workplaces and respect employee relationships. Clear communication, consistent enforcement, and attention to conflicts of interest are essential to avoiding misunderstandings and legal issues.

If navigating workplace relationships feels complex or if you want to ensure your policies are current and compliant, consulting legal counsel can save headaches down the road—and help keep your office running smoothly. If you need help crafting a romance at work policy, contact Hannah or other members of Verrill’s Labor and Employment practice group.

Continue reading our series with Day 3 here.