The issue of workplace relationships is a sensitive one for employers, and it requires careful consideration to balance the employee’s privacy with the organisation’s interests.

Workplace dynamics have evolved in recent years. Most employers want to foster social and business connections, as this boosts morale which encourages a happier, more productive workforce. With this, many colleagues strike friendships and sometimes they may build romantic connections, which is when this has potential to cause difficulties. 

The most recent high profile employer facing this challenge of managing employee relationships was ITV, which introduced a ‘Personal Relationships at Work Policy’ that requires staff to declare all relationships with colleagues, including friendships.

Risks

• If two people on the same team end a relationship on bad terms and no longer want to speak to each other,  this may cause an uncomfortable working environment for colleagues around them and also affect productivity. 
• Where a manager and a more junior employee are in a relationship, this can cause unrest amongst other members of the team. There may be accusations of favouritism, with resentment causing team relations to deteriorate and productivity taking a nosedive as a direct result. 
• More serious concerns can arise if one person wants the relationship to continue and the other doesn’t, as this sometimes leads to claims of sexual harassment. 
• Employers may have to take measures if it becomes apparent that two people can no longer work together. This is not without risk and legal advice should always be sought. In Kaufmann & Co Solicitors v Schofield (2002), a claim of sex discrimination was upheld. The claimant had been deliberately misled into thinking that the person she had been in a personal relationship with had left the firm, resulting in her redundancy. In fact, he was still employed by the firm and continued his employment, working from home.   

HR’s Moral Compass
Organisations are modernising their approach with this. There is an increased focus on transparency and ethics but this does however make managing these relationships a key concern for HR departments.

HR professionals must find a balance between preventing favouritism or conflicts of interest, whilst also respecting employees’ privacy. 

Designing relationship policies, like the one ITV has recently introduced, and ensuring they are ethical and fair, is a significant challenge. 

HR needs to ensure that the relationship policy they implement complies with relevant legislation. This involves avoiding discrimination claims and respecting individual rights and privacy, which is critical in protecting the organisation.

Achieving Cultural Alignment through HR Guidance

Although policies are meant to bring transparency, they can sometimes create scepticism amongst employees. HR plays a vital role in finding the right cultural approach that promotes trust and openness while avoiding negative reactions from the workforce.

Often HR acts as mediator between the organisation’s needs and employees’ concerns. Therefore, staying informed about current case law and industry trends is vital for HR to adapt and refine their policies effectively. 

As the workplace continues to evolve, HR professionals will remain essential in guiding organisations through the changing landscape of workplace relationships, adapting policies to align with the shifting dynamics and nurturing a harmonious and productive work environment.

The ability to strike the right balance between business interests and employee rights and privacy is essential to ensure the risk of complications is avoided. 

The policy should encourage employees involved in workplace relationships to disclose this to the HR department voluntarily, pointing out the importance of doing so. This helps HR identify potential conflicts of interest and allows the organisation to take appropriate steps to avoid favouritism or other complications wherever possible.

In summary, the HR profession faces a complex task in managing workplace relationships, with considerations spanning ethics, legality and culture. Staying informed and adapting to changes in the workplace landscape is essential and expert guidance can be valuable in crafting effective policies.