Navigating workplace relationships
Sometimes workplace friendships can blossom between employees and turn into romantic relationships (we probably all know someone, right?). While it might be deemed as harmless, it can often be a real headache for line managers, especially when things go south, leading to power imbalances, blurred boundaries and inevitably, break-ups.
Whilst we certainly do not want to put the dampers on romance being in the air this Valentine’s, we have put together our top tips for navigating the complexities that are relationships in the workplace.
Train your management
Your management team should know how to handle sensitive situations such as romantic relationships in the workplace and therefore need to be provided with appropriate training.
Training should also encompass fostering a workplace culture built on transparency and trust, meaning anyone can come to them with any issue, such as the reporting of relationships. They need to be made aware of how relationships between management and subordinates could lead to higher risks of perceived favoritism and conflicts of interest.
Prohibit PDAs
Be clear on zero tolerance for public displays of affection as these can make other colleagues feel uncomfortable. If you are made aware of a relationship, set some ground rules so everyone knows where they stand.
Damage control
Romantic workplace relationships that don’t work out can have a big impact on not only the company and the employees involved, but on the wider team as well. Employees can refuse to speak to each other and it can lead to other staff members getting involved and taking sides.
Any tensions between co-workers who have broken up should be addressed in the same way as any other workplace conflict. Employees should be expected to remain civil while at work and be able to collaborate together, and it is your job as their line manager to ensure they maintain that professionalism. We have dealt with many cases where this has not been addressed as managers have felt ‘they will sort it out between them’, however in our experience this is rarely the case. Our advice is simple – don’t bury your head in the sand!
In extreme cases, workplace relationships that have fizzled out can cause a lot of disruption to a business. If you are keen to keep the staff members, you may need to restructure your teams and amend rotas in order to keep the two conflicting employees apart.
If you’re currently trying to navigate employee relationships within your business, we can provide HR support for both parties. Please get in touch to discuss.
Many of you will have seen the news in December that the Employment Rights Bill received Royal Assent and is now officially the Employment Rights Act 2025. This Act is set to give the biggest shake up in employment law in decades and all employers, regardless of size, will need to make changes.
If you need support navigating your way through what this legislation means and what changes you need to make in your HR policies/procedures, please do get in touch as we would love to help.