Cupid is alive and well in the workplace, despite the ever-present legal and emotional pitfalls office romances can stir up. According to a recent survey in the US by Monster Worldwide on behalf of Spherion Corporation earlier this year[1], 36% of those surveyed said they had been in a workplace relationship. And at least 53% of participants admitted to having a crush on a co-worker.
Adults from across the age spectrum were quizzed about their attitudes to office romances. When asked, ‘If you are/were single in the workplace which of the following situations might you consider?’ respondents ticked all the options that applied. In summary:
- 21% would consider dating a co-worker in their department;
- 48% would consider dating a co-worker in another department ;
- Only 9% would consider dating their supervisor, while 25% were open to the possibility of dating a supervisor in another department; and
- 6% would consider dating someone they supervised.
Although most respondents confirmed that dating a co-worker could jeapardise job security and lead to workplace conflicts, there was some ambivalence on whether there should be policies covering workplace relationships. When asked whether their employers had ‘romance policies’, 44% said no, 23% said yes while a third didn't know. Although 48% of respondents said they wouldn't consider any sort of romance in their workplace, 12% had married someone they had dated from work. Of those respondents who had married their co-workers, only 8% were still both employed at the same company.
Although this was an American survey, and the rise of online dating has widened the horizons of those seeking love, office romances can often prove a headache for employers anywhere, especially when a relationship turns sour. Nor is the problem restricted to singletons. The business trip can only too often be the perfect excuse for extramarital dalliances, wreaking havoc all round the reality of routine home and work life kicks in. Aggrieved ‘betrayed’ partners calling up or even turning at the office do little for productivity.
Croner, part of Wolters Kluwer, told The People Bulletin: ‘ordinarily an employer cannot take any action if an employee enters into a relationship with a colleague. It all depends on whether the relationship affects the performance of those individuals at work. Issues tend to arise if the relationship takes a turn for the worst with those concerned having to work alongside one another post-relationship or with the potential of an aggrieved employee claiming harassment against the other individual.
‘But it’s not always once a relationship breaks down that the problems start. There can be trouble when two employees work together in a management/subordinate structure as other team members can often feel favouritism is shown with unfair treatment becoming a frequent issue.
‘The risks associated with office relationships could include unfair dismissal if an employee is treated less favourably and sex discrimination if an employee is treated to their detriment. In order to prevent these claims employers often try to monitor or prevent relationships forming. But in order to this, an employer would need to have a policy in place, outlining to all employees the stance on office relationships in their organisation.’
The employment advice consultancy does advocate having a policy on relationships at work which states what steps will be taken if relationships between colleagues do form and clarify who, if anyone, would be transferred to another team to prevent sex discrimination claims arising. But is this a sledgehammer to crack a nut?
‘In order to implement a policy on workplace relationships it’s important an employer clearly thinks about the reasons behind needing a policy – is there a business case for stopping such relationships, such as preventing unprofessional behaviour or undermining the organisation in another way? If so, employers can draw up a policy asking employees to report any new relationships forming or letting the organisation know of any relationships before employment has begun’, says Croner.
The attitude to relationships at work will also vary enormously according to the type of employer. For example, the armed forces have clear policies on relationships between serving personnel, yet employers in the arts and entertainment sector would be unlikely to bother.
[1] http://hiring.monster.com/hr/hr-best-practices/workforce-management/improving-employee-relations/romance-in-the-workplace.aspx