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Workplace romances can present a tricky situation. Your client will need to think about how they can affect the dynamic of the workforce. They should think about introducing a relationships at work policy outlining their stance towards workplace relationships and setting out what employees can expect to happen. It can ensure your clients interests are always maintained, whilst balancing the interests of employees. Below are some of the areas to think about.
Banning v disclosing relationships
Whilst workplace relationships can be banned, practically this might not be a good idea as it’s unlikely to be popular. It could also lead to these happening in secret, making them harder to manage. An alternative is to allow them and ask employees to inform HR or another of the situation. This then presents the opportunity to reaffirm the policy.
Disclosing a relationship can be a sensitive issue, especially in its early stages, so line managers and HR personnel must act appropriately. This means not asking unnecessary questions about the relationship as this can create an uncomfortable scenario for employees.
Remaining positive about the situation helps reinforce the idea that your client is invested in employee wellbeing. It can also mean other couples aren’t discouraged from disclosing their own relationships in the future.
Encouraging individuals to disclosure their romantic relationships will also help to differentiate between consensual relationships and unlawful sexual harassment, presenting a better chance of protecting staff from harm. With this in mind, it is also important to have a procedure in place for staff to raise complaints of harassment.
Conflicts of interest
These can arise when people in a relationship work together. For example, if a manager and a subordinate are in a relationship together, an alternative manager should deal with any operational matters. For example,
• dealing with disciplinary or performance concerns
• signing off overtime
• authorising leave
• confirming pay, including expenses
• reorganisations that involve the employees area.
Re-deployment
Depending on the nature of the work and the risks a romantic relationship can present, re-deployment may be an option to ensure productivity levels are maintained.
This doesn’t mean moving them to a new job or forcing changes to contractual terms as such a decision is unlikely to be proportionate and could lead to claims of constructive dismissal. Where re-deployment is being considered, consultation must take place with affected employees.
Gossip
Workplace romances can be a hot topic, and it shouldn’t be allowed to get out of hand. As well as potentially distracting staff, it can also create a hostile and unwelcoming situation and have a detrimental impact on productivity and employee relations and even lead to grievances.
To prevent this, staff should be warned against gossiping or spreading harmful rumours about colleagues. Line managers should enforce these rules on a day-to-day basis and have the authority to take disciplinary action where necessary.
Dealing with a break-up
When relationships break down a host of issues can arise. Your client may find themselves pulled into the breakup as a mediator, especially where it’s negatively impacting the employees’ work. Re-deployment may be an option, but should be approached carefully and sensitively to avoid accusations of ‘favourtism’.
Breakups can also lead to higher absence levels due to the emotional strain of working together. Actions taken at the breakdown of a relationship could also lead to claims of sexual harassment or discrimination, such as where the relationship ending is the reason for terminating employment or denying advancement opportunities, and your client should take care to make sure these don’t happen.
Divorce, separations and breakups can be a traumatic experience, and this is likely to be exacerbated if working together. Offering an Employee Assistance Plan (EAP) can help them through this difficult time. Some employers offer their additional leave and other support during major life events and have a dedicated Life events or Divorce and separation policy setting out what’s on offer. Your client may want to consider the same.
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