Workplace relationships happen. People build connections at work. Some of those connections become personal. 

Most workplace relationships are harmless. Some strengthen teamwork and engagement. However, when personal relationships affect authority or decision-making, risk increases. 

We do not manage people’s private lives. We manage workplace risk. Clear expectations protect employees and protect the organization. 

Why Workplace Relationships Matter 

Personal relationships can affect: 

• Reporting relationships. 
• Performance evaluations. 
• Promotions and compensation. 
• Workplace conduct. 
• Team morale. 

If expectations are unclear, problems grow quickly. Perceived favouritism can damage trust. A relationship that ends badly can turn into a complaint. 

Clear policies reduce confusion. They support fairness and transparency. 

Where Risk is Highest 

Power Imbalances 

Relationships between supervisors and direct reports carry the highest risk. 

Even if the relationship is consensual, others may see coercion or favouritism. If the relationship ends, retaliation claims are more likely. 

We must address reporting relationships immediately. 

Conflicts of Interest 

Personal relationships can affect objectivity. This includes decisions about pay, discipline, scheduling, or advancement. 

Even the appearance of bias can harm credibility. 

Professional Conduct 

Personal disputes should not spill into the workplace. Public displays of affection, inappropriate messages, or emotional conflict disrupt work. 

Professional standards apply to everyone, regardless of relationship status. 

Relationships Involving External Partners 

Some workplace relationships involve employees who are already in committed relationships outside of work. These situations often involve secrecy and delayed disclosure. 

If the relationship deteriorates, emotions may escalate. External partners may contact the organization. Employees may request leave due to stress. 

Our concern is not the personal circumstances. Our concern is workplace impact. 

These situations often carry a higher risk of: 

• Conflict within teams. 
• Distraction from work. 
• After-the-fact harassment or retaliation claims. 
• Reputational damage. 

Early disclosure and consistent policy enforcement are critical. 

What Your Policy Should Include 

A workplace relationship policy must be realistic. Banning relationships entirely is rarely enforceable. 

Your policy should include the following elements. 

Clear Scope 

Define which relationships are covered. Include romantic relationships, familial relationships, and close personal relationships that create conflicts of interest. 

Disclosure Requirements 

Require disclosure when: 

• A reporting relationship exists. 
• One employee influences the other’s employment conditions. 
• A conflict of interest may arise. 

Position disclosure as protective, not punitive. 

Conflict Management 

Explain how conflicts will be managed. This may include: 

• Changing reporting structures. 

• Removing decision-making authority. 

• Transferring supervisory responsibility. 

Document all steps taken. 

Standards of Conduct 

Reinforce expectations for professionalism, confidentiality, and respectful behaviour. 

Protection Against Retaliation 

State clearly that retaliation, coercion, or harassment will not be tolerated. This applies during and after a relationship. 

The Role of Human Resources 

Policies alone do not prevent risk. Implementation matters. 

Train managers to recognize warning signs. Managers must escalate concerns early. Informal handling increases liability. 

Create a culture where disclosure feels safe. If employees fear career damage, they will not come forward. Silence increases exposure. 

Respond consistently. Inconsistent enforcement undermines trust and weakens legal defence. 

Finding the Balance 

Workplace relationships are not automatically problematic. Lack of clarity is. 

Set expectations early. Apply policies consistently. Address conflicts promptly. 

We are not regulating personal lives. We are protecting fairness, safety, and professionalism at work. 

Clear boundaries support healthy workplaces. They also protect the organization when relationships change.  

Listen to the podcast snippet below for a more in-depth discussion regarding workplace relationships and how to respect and balance boundaries.