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When it comes to workplace romances, many employers don’t know what to do. Although you may be within your rights to ban them completely, more often than not this is easier said than done and can come with a bit of backlash.
According to research conducted by Totaljobs, being wooed at work is the most popular way to meet partners – more so than online dating, friends, nights out, and the rest of it.
And, of those that have or are dating a co-worker, the vast majority (76%) said they’d keep it on the
If employees go against your policy and date regardless, if you really wanted to, you’d be within your rights to take disciplinary action. However, if you do, there are a couple of things you should consider first:
Especially, given so many people cite work as their most likely route for pairing up, kyboshing it completely might actually be more of a hindrance than a help.
According to the research, more than one in three (35%) employees think that breaking up with a colleague would negatively affect workplace dynamics – something no business’ morale wants or needs.
If you feel like a failed relationship is starting to take its toll on your team’s atmosphere, we’d recommend pulling the employees in question to one side for an informal chat, letting them know how their break-up is impacting the wider team, and reminding them how they’re expected to behave at work – regardless of their relationship status.
If two employees enter into a relationship, break-up, and then one party is treated differently and less favourably, or if the treatment is in response to them rejecting advances, this is treated as sex discrimination (or, to a lesser extent, sexual orientation discrimination).
This is because an employee of a different sex wouldn’t have been treated in this way, because they wouldn’t have been in a position to be in a relationship with the discriminator in the first place.
Some examples of different and less favourable treatment include unjustified disciplinary action, dismissals, performance management, assigning the employee all the worst jobs, badmouthing or gossiping, or giving them the cold shoulder.
Although this is more likely to be the case when there’s a difference in seniority as managers will likely have more power to make a subordinate’s life difficult, it can happen with employees who’re on the same level, too.
And lastly, even if the treatment doesn’t result in a discrimination claim, it could still easily lead to a grievance or other difficulties in the day-to-day working relationship.
Furthermore, with 14% of workers saying they’d quit their job because of a break-up, it’s not great news for your retention rates either.
Admittedly, there’s little you can do to stop an employee leaving under these circumstances, but it’s food for thought when it comes to setting your workplace romance stance in the first place.
In the same study, it was uncovered that happy co-working couples did experience some less-than-lovey side effects because of their relationship too.
Three in 10 said they felt judged by their colleagues, more than half (51%) felt that office gossip added pressure to their relationship, a quarter said they experienced jealousy, one in six said people made fun of them, and 11% disclosed they felt discriminated against.
When it comes to workplace romances and what to do, it can be easy to get yourself into a tizzy – and that’s where we come in. Whether it’s help putting policies together, negotiating your way through a fair disciplinary process or handling allegations of discrimination – and everything else in between, we’ve got your back.
If you’re not yet a Citation client, you can get in touch with the team on 0345 844 1111 or via our Contact Us page. And if you’re already part of the team, remember, we’re available 24/7 with our advice line.
*According to research conducted by Totaljobs on 5,795 workers in February 2018.
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