Workplace Dating: Key HR Risks and Policies

Just in time for Valentine’s Day, employers should know that romantic relationships at work are more common than many would like to admit. With employees spending a significant portion of their time together, whether in the office, on job sites, or working remotely, it’s not surprising that personal relationships develop.

While workplace dating isn’t inherently problematic, it can create legal, cultural, and management challenges if employers aren’t prepared. Having clear policies and HR safeguards in place helps protect your business, your employees, and your workplace culture.

Is Workplace Dating Legal?

In most cases, yes. Employers generally cannot ban consensual relationships between employees. However, employers can regulate how workplace relationships are handled to minimize risk, prevent conflicts of interest, and avoid harassment claims.

The key is striking the right balance between respecting employee privacy and maintaining a professional, safe work environment.

Key HR Risks Employers Should Consider

Workplace relationships can introduce several potential issues, including:

1. Sexual Harassment Claims

If a relationship ends badly, or if one party later claims the relationship was not truly consensual, employers may face allegations of harassment or retaliation. This risk is heightened when there is a power imbalance.

2. Supervisor–Subordinate Relationships

Romantic relationships between managers and direct reports are especially risky. They can lead to:

• Perceived or actual favoritism
• Claims of coercion
• Team morale issues
• Legal exposure if employment decisions are challenged

3. Conflicts of Interest

Personal relationships may influence:

• Performance reviews
• Promotions or pay decisions
• Scheduling or workload distribution

Even the appearance of bias can damage trust across a team.

4. Productivity and Workplace Disruption

Public displays of affection, emotional conflicts, or breakups can negatively impact productivity and create uncomfortable situations for coworkers.

Policies Employers Should Have in Place

Clear, well-written policies help set expectations and protect everyone involved.

Workplace Relationship (or “Fraternization”) Policy

Rather than banning relationships outright, this policy should:

• Require professionalism at all times
• Prohibit public displays of affection at work
• Address conflicts of interest
• Require disclosure of certain relationships (especially supervisory ones)

Anti-Harassment and Anti-Discrimination Policy

This policy should clearly define:

• What constitutes harassment
• How employees can report concerns
• The company’s investigation process
• Protection against retaliation

Regular training reinforces these expectations and helps employees recognize boundaries.

Manager Conduct Policy

Supervisors should be held to higher standards. Many employers prohibit managers from dating direct or indirect reports altogether or require reassignment if a relationship exists.

Code of Conduct

Your general conduct policy should reinforce professionalism, respectful behavior, and appropriate workplace interactions, romantic or otherwise.

Best Practices for Managing Workplace Relationships

Employers can reduce risk by taking a proactive, consistent approach:

• Encourage disclosure, not punishment, for relationships that pose conflicts
• Train managers on how to handle sensitive situations appropriately
• Document decisions related to transfers, reporting changes, or disciplinary actions
• Apply policies consistently to avoid claims of unfair treatment

If a relationship ends, employers should be prepared to address lingering workplace issues promptly and neutrally.

Why HR Guidance Matters

Workplace relationships intersect with employment law, company culture, and risk management. Without clear policies and expert HR support, even well-intentioned employers can find themselves exposed to legal claims or employee relations issues.

An experienced HR partner can help you:

• Draft compliant, practical policies
• Train managers and employees
• Navigate sensitive situations with confidence
• Reduce legal and reputational risk

Final Thoughts

Dating in the workplace isn’t going away, but surprises and lawsuits don’t have to be part of the equation. With thoughtful policies, consistent enforcement, and proactive HR support, employers can respect employee relationships while maintaining a professional, compliant workplace.

If you need help creating policies to address workplace dating or any employee issue, our HR consultants can provide the guidance you need. Fill out the brief form below to learn more.