Read more articles in: Amanda Hyam, Blog, Employment Law

How should employers manage workplace relationships?

Valentine’s Day is nearly here and love could be in the air, including in the workplace.

Most people spend a significant portion of their week in the workplace with colleagues and romantic relationships can form.

However, workplace relationships do present challenges for employers if they are not managed carefully.

If relationships end badly or there is a power imbalance between the individuals involved, it can impact your team and there can be legal risks.

Is a workplace relationship legal?

Workplace relationships are not illegal, but employers may wish to have policies in place to ensure employees are protected.

Under the Equality Act 2010, employers have a duty to prevent harassment or discrimination in the workplace. This is particularly important if romantic attention becomes unwanted or if one individual is treated less favourably because they have rejected advances.

Power imbalances, such as a relationship between a manager and an employee below them, can also be especially risky.

Recent reforms in the Employment Rights Act 2025 look to further protect employees from sexual harassment by making employers legally responsible for preventing it from happening.

What should employers do?

Trying to ban workplace relationships altogether is not always the answer to reduce risks. A total ban may push relationships underground, which can make them harder to manage.

The most effective way to manage workplace relationships is to set clear expectations and boundaries.

Employers should consider introducing a workplace relationship policy that:

Sets clear rules around professional conduct
Defines unacceptable behaviour, including sexual harassment
Encourages employees to disclose relationships where there may be a conflict of interest
Provides a clear system for raising concerns safely and confidentially

How can legal support help?

Workplace relationships cannot always be prevented, but employers do not have to let them disrupt the workplace.

Employers should seek legal support to ensure that legal measures and policies are in place to protect employees.

We can help draft and review your systems so that employees are safeguarded and have support if unwarranted action or sexual harassment occurs.

For further advice or guidance, contact our team today.

Amanda Hyam

Head of Dispute Resolution and Employment

I have specialised in Dispute Resolution, Civil Litigation and Employment law for more than 15 years. I understand how daunting the prospect of litigation can be and because of this I am always available to discuss concerns.