Ask the BPHR Advisor: Employee Dating Policies

Ask the BPHR Advisor: Employee Dating Policies 600 384 Balance Point Team

BPHR’s Director Lisa Salcido, SPHR, SHRM-SCP provides answers to your pressing HR questions.

Question: I just found out that two of my employees are dating, should I encourage them to end the relationship?

Answer: Office romances are not uncommon. Many people meet and form relationships at work. It’s unrealistic to try and ban romantic relationships but here are some guidelines to reduce liability:

  • Implement a policy that sets expectations for all employee relationships, including dating, working with relatives, and other conflicts of interest.
  • Have a plan in place to change reporting lines or transfer departments for personal and familial relationships, especially between Supervisors and subordinates, to avoid allegations of favoritism and discrimination.
  • Conduct employee and Supervisor training on harassment and proper workplace conduct.
  • Once aware of a relationship, monitor it closely to ensure it remains consensual and is not affecting workplace morale or causing a distraction.
  • After a relationship ends, the risks are greater for retaliation complaints. Review company expectations and prior policy acknowledgements so each party understands their responsibility to maintain professional working relationships.

Office dating is inevitable but by following these steps, employers can better protect their interests and decrease the chances of a lawsuit resulting from romantic relationships at work.

Take a More Balanced Approach to HR with BPHR

With BPHR, an HR Generalist will integrate within your organization and can advise you when sensitive, employee-related issues arise. With these worries out of the way, your can focus on more strategic tasks. Schedule your free phone consultation today to learn how your organization can benefit from BPHR.

Have a question for Lisa? Email her directly.

DISCLAIMER: The material presented on this page is for informational purposes only and does not constitute legal advice or legal opinion. 

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