According to a survey conducted by Léger in 2019, one in three Canadians is or has been in a romantic relationship with a co-worker.
An employer cannot prevent an employee from having a relationship with a co-worker, as a romantic or intimate relationship is part of a person’s personal life. However, as an employer, there are certain practices you can put in place to prevent a romance from becoming a collective nightmare.
To avoid any conflict of interest, it is advisable for an employer to have a policy stating that any employee in a management position must declare a romantic relationship with one of his or her employees. In such a situation, a policy must be implemented to avoid an unfortunate situation.
Although some companies opt for a zero-tolerance policy, this is not recommended as it is unrealistic and encourages a culture of secrecy. Openness and transparency are the two recommended behaviors in this situation.
In addition to having a policy, it’s important for the employer to ensure that managers and employees understand the details of the policy. To avoid complications arising from allegations of sexual harassment, the employer may also want to ask employees to sign a statement that both parties acknowledge that they are in a consensual relationship. It’s important to remember that any relationship must not bring the employee’s position or that of the company into disrepute or adversely affect the employee’s duties or work environment.
In addition, in the event of a break-up, the risk of a negative impact on the work climate shouldn’t be overlooked, which is why it is preferable to consider transferring the employee to another department. It is a good idea to hold employees accountable for their professional responsibility and attitude at work from the very beginning.
In conclusion, romantic relationships in the workplace can have harmful consequences, but proactive management can reduce the risks.