Dilemma of the day: When workplace romances bring drama to the workplace…

As Valentine’s Day approaches, the subject of workplace romances becomes ever relevant. Latest figures suggest that one-quarter of all Brits are in relationships with someone they met at work.

Office relationships can be extremely positive, enhancing morale and increasing communication, creativity, and energy.

But break-ups can cause a tense, uncomfortable atmosphere, not only for the two parties involved, but also for their colleagues.

If romance blossoms in the workplace and the two parties bring their arguments to work, disturbing their colleagues and reducing productivity, what is the best course of action for employers?

Recent Peninsula research pinpoints to the fact 89% of employers would sit both parties down and inform them of what is and isn’t acceptable in the workplace. 7% would prefer to not get involved, and perhaps rather concerningly, 5% would opt to dismiss both employees straightaway.

Kate Palmer, HR Advice & Consultancy Director at Peninsula says that whilst some companies might ban inter-office romances completely, that’s something that would be borderline impossible to enforce.

“As an employer, it can be difficult to know when to get involved with the private lives of your staff, and often it’s best to leave well alone. But there are instances – such as romantic relationships between colleagues – that can have wide-bearing impacts for your team. Especially when they turn sour…

“Firstly, you must treat your staff like the adults they are. A blanket refusal to tolerate any relationships in the workplace is not likely to go down well. Likewise, jumping straight to a dismissal could land employers in hot water; particularly if disciplinary procedures aren’t correctly followed.

“It goes without saying that you have to maintain a professional environment at work, and while it’s perfectly normal for emotions to get the better of us every now and again, especially with a partner, it’s important both parties realise that bringing drama to the workplace is just not acceptable. Should it continue to happen, then you may have to look at disciplinary measures.

“An employer’s policy on workplace romances would be pivotal here. It’s always good to be able to rely on an existing policy for established channels of dealing with things. If there isn’t a policy, then communication becomes even more important. Talk to the employees involved and let them know the impact that their behaviour is having on colleagues and your business. Set out reasonable rules and expectations for workplace behaviour, which will then allow you to look towards a disciplinary route if the behaviour continues to fall short of these.

“You wouldn’t put up with disruptive and/or argumentative behaviour from employees who are not in a relationship with each other, so it’s important to treat everyone fairly and address what’s happening. Ultimately, if they cannot work together, you may want to consider moving one of them to a different team.

“I would recommend having a workplace relationship policy, that includes guidelines such as requiring disclosure of relationships, what happens in the case of senior and delegate relationships, for example, are they forbidden, or would you require seniors to transfer position/department when such relationships develop?

“Having every employee sign and date this policy serves as evidence that they understand and acknowledge these guidelines and will prevent any misunderstandings should any of these situations arise.

“Hopefully, having spoken to your team members and making them aware of the rules around relationships in the workplace will make them more mindful and respectful of the work environment. Should the disruptive behaviour continue, however, you may have no choice but to look at disciplinary action.

“Finally, it’s important that all employees are aware of your sexual harassment policies and their correlation with office romance. Not only does this protect your employees from harassment within the workplace, it will also help reduce liability for the company should romantic involvements come to an ugly end.”