Mitigating Risks of Workplace Romances

Mitigating Risks of Workplace Romances

Workplace romances are common, with 60% of adults having experienced one, according to an article by Risk Management Magazine. The article cites the 2024 SHRM Workplace Romance study, highlighting that 49% of employees admitted to having a crush on a coworker, and 21% went on a date with one.

While no law prohibits consensual relationships between coworkers, the potential risks of workplace romances are significant, especially if the relationship ends poorly. In the article, Chris Williams from Travelers emphasizes that office romances can lead to sexual harassment claims, particularly in cases of unwelcome romantic advances, unresolved breakups, or power imbalances between a senior and subordinate employee. He advises companies to establish a clear sexual harassment policy, train employees on the topic, and provide multiple channels for complaints. Additionally, EPL insurance can help protect organizations from claims arising from romantic relationships.

To manage workplace relationships effectively, Chelsea Mesa of Seyfarth Shaw suggests policies addressing conflicts of interest and confidentiality breaches. These should apply equally to remote and in-office workers. While blanket bans on workplace romances may be intrusive, policies can specifically prohibit relationships that present conflicts, such as those between supervisors and subordinates.

Tools like “love contracts,” where employees acknowledge their consensual relationship, can help but should not be solely relied upon. Policies should also mandate disclosure of any romantic relationships. Even without issues, these policies are crucial for reducing the risks of workplace romances and ensuring a safe workplace.