Recognizing and Addressing the Risks of Dating in the Workplace

We spend so much of our lives at work that it’s no surprise that workplace relationships are quite common. In an article for Business News Daily, Chad Brooks cites a study from CareerBuilding, which found that 41% of professionals have dated a coworker—up from 37% last year and the highest percentage in the past 10 years. 

Although most of these relationships eventually fizzle out, 30% of office romances lead to marriage. On the flip side, however, 5% of employees said they left a job because of an office relationship gone bad.
These statistics require both policies on workplace relationships and steps to avoid claims of sexual harassment, especially in situations of employees with varying status levels or reporting relationships.

Creating Policies that Provide Direction and Protection

Every company should have a general policy in place to set the ground rules for workplace dating. SHRM cites an XpertHR report that says a dating policy typically includes statements about the following:

• The policy’s goal of upholding appropriate boundaries between personal and business relationships;
• The employer’s decision whether to prohibit or just discourage fraternization between managers and subordinates;
• The requirement to report participation in such relationships, including those with vendors and other business associates;
• The employer’s right to modify reporting structures, such as transferring a boss who is in a relationship with a subordinate;
• The prohibition of physical contact between employees during work hours; and
• The employer’s antiharassment policy and harassment-reporting mechanisms.

Avoid the Specter of Sexual Harassment

Sexual harassment and allegations of sexual harassment have long been a concern of businesses. But as Allen Smith of SHRM writes, recent events have made this issue even more significant: “with the advent of the #MeToo movement, legal experts say employers should give their policies another look to be sure they are logical, easy to follow and are presented in the best light to employees.”
Dating relationships can be particularly problematic when they involve employees at different levels within the organization and, especially, when there are reporting relationship considerations.
Again, citing the CareerBuilder study, Brooks writes, “An increasing number of workplace romances are between more than just peers. The study found that 29 percent of employees have dated someone in a higher position than them, up from 23 percent a year ago; 15 percent of those surveyed have dated their direct boss.”
These types of relationships can be particularly risky because they leave the employer open to claims of favoritism, sexual harassment, and abuse of authority.
It’s not surprising that workplace romances are so common. We spend a lot of our time at work, often with people who have a great deal in common with us in terms of education, interests, socioeconomic status, and shared experiences. But companies need to be careful about how they handle such relationships, as they can lead to significant allegations and potentially even lawsuits.
Having policies in place, making sure all employees understand those policies, and following through on any reports of harassment are critical to help your workplace minimize the risks of workplace romance.