Search

How can we help?

Icon

How to manage romance in the workplace

We spend most of our time at work, whether that be in the workplace or remotely via teams or slack. With all this time to chat and get to know colleagues, it comes as no surprise that romance has become commonplace in the modern workplace.

However, it is fundamental that employers remain aware of how to manage romantic relationships between colleagues and that training is provided to ensure compliance with workplace policies.

This is particularly crucial in light of the updated legal obligations for employers to prevent sexual harassment in the workplace. As of October 2024, employers have a new preventative duty to take reasonable steps to prevent sexual harassment in the workplace. Employers now have to take proactive preventative steps, which should include a full risk assessment into the potential areas of vulnerabilities. Any such risk assessment should include the potential risks around office romances, and particularly training and checks on what is appropriate in the workplace.

We advise that all employers carry out a thorough risk assessment, as well as reviewing their anti-harassment policies and deploying training programmes to employees to ensure they have measures in place to prevent workplace harassment.

Employers should also remain alert to the fact home/hybrid working has not caused workplace romance to cease. In a survey of over 4000 people carried out by Reboot, 48% said that they would date a co-worker. With 22% of people admitted to dating their boss or manager.

We do not need to look far in the media for examples of co-workers dating, or stories of people dating their bosses, and the potential issues and concerns that come along with these relationships. There has also been repeated cases in the news over the last few years of employees who feel pressured into situations with senior co-workers, where the lines are blurred on what is acceptable workplace conduct.

Employers should be aware that relationships may still form, and harassment can still occur online despite there not being a physical presence in the workplace. This makes it increasingly important for companies and their HR departments to adapt their approach to office romance in order to take care of employee wellbeing and the best interests of the business.

Lucy White

Senior Solicitor

View profile

+44 118 960 4655

Employers should be aware that relationships may still form, and harassment can still occur online despite there not being a physical presence in the workplace.

Actions for employers on workplace romances 

Employers should take the following action:

  • Ensure they have robust policies and procedures in place on sexual harassment and the rules surrounding workplace relationships. To impose a blanket ban on workplace relationships would, in reality, be difficult to enforce and may run the risk of contravening an individual’s right to a private life. Instead, the policies could set out that any such relationships at work should not affect an employee’s professionalism nor must they have an impact on, for example, promotional opportunities.
  • Encourage employees to come forward and feel safe as creating an open discussion will make an office romance seem more normal and stop it from becoming a topic for gossip.
  • Be aware of the legal risks associated if the relationship takes a turn for the worse. Potential claims could include sexual harassment, sex discrimination or victimisation. Again, employers must have, and enforce, robust policies to limit liability for any such claims.

If you require further advice on this topic or would like us to conduct a policy review for your company, please do not hesitate to contact a member of our employment law team.

Download our Personal relationships at work factsheet

About this article

Disclaimer
This information is for guidance purposes only and should not be regarded as a substitute for taking legal advice. Please refer to the full General Notices on our website.

Lucy White

Senior Solicitor

View profile

+44 118 960 4655

About this article

Read, listen and watch our latest insights

art
  • 04 July 2025
  • Employment

Update: The ‘Employment Rights Bill Implementation Roadmap’

The Employment Rights Bill is a draft law which is poised to expand the rights of employees, signifying a major overhaul in employment law. The ERB has already been passed by the House of Commons and is currently at the ‘Report Stage’ in the House of Lords.

Pub
  • 03 July 2025
  • Corporate and M&A

Get your tech business market ready for sale

In our latest podcast, join Stuart Mullins and Nicky Goringe Larkin to learn how to maximise your tech business value and get your tech business market ready for sale.

art
  • 03 July 2025
  • Immigration

Major Changes to the Immigration Rules from 1 July 2025: What Employers and Visa Holders Need to Know

We outline the key updates, how they affect employers and visa holders—particularly those on the Skilled Worker and Global Business Mobility (GBM) routes—and how our team can assist you in staying compliant and ahead of policy changes.

art
  • 02 July 2025
  • Employment

Day One Rights: What the New UK Employment Bill Means for You and Your Workplace

Let’s unpack what’s changing in the UK Employments Rights Bill, and why it matters, and what both employees and employers should expect.

art
  • 01 July 2025
  • Privacy and Data Protection

Data protection compliance: tricky issues for employers

This article highlights key issues organisations may face when processing personal data and stresses the importance of a proactive approach. It also outlines tailored training packages to support compliance and build internal expertise.

art
  • 26 June 2025
  • Employment

A shift in EHRC guidance on single sex spaces in the workplace

In a recent significant shift, the Equality and Human Rights Commission (“the EHRC”) has quietly amended its guidance on single sex spaces in the workplace.