Finding couples who know each other from their workplace is not uncommon. But sometimes, when the romance is in the air, the company’s productivity might be at stake. Two lovers might spend most of their working hours on each other rather than on their tasks. However, as an employer, you have to be aware of your employees’ right to privacy. There are some limits where you shall not intervene.

Here, we are going to discuss how the law in business can adequately regulate workplace romance without violating the employees’ privacy. Reading this article to the end can save you from meddling with employees’ drama.

Knowing the Risks

Before we jump into the technical matters, you have to know what the risks are if you do not set an employment contract that addresses the romance issue. Such knowledge will help you to elaborate your professional stance as a leader of the corporation.

employee on a chessboard

First, the apparent risk of unregulated workplace romance would be giving a chance for sexual harassment lawsuits. Employees in power, such as supervisors and managers, are prone to using their influence to manipulate subordinates into fulfilling their sexual desire. At first, the relationship might be consensual. But when it turns sour, the losing side has the chance to file a lawsuit and drag the company’s image with it.

Second, a corporation’s integrity strongly relies on the workers’ ability to work in groups. If two lovers are in one department, they would be probably having a hard time to do their jobs professionally, and they would be reluctant to work with others except with their partner.

Providing Consensual Agreements

Creating consensual agreements for employees is the best option to manage sexual harassment lawsuits. The protocols should be applied to all employees who are to be in a relationship with their co-workers. And both parties of a romance are required to sign the document.

a couple in a dine

Things to include in consensual agreements are:

  1. A statement that says the relationship will not affect the employee’s performance in any way.
  2. A statement that says the relationship is based on both parties’ consent.
  3. A statement that says the signer understands the sexual harassment policy in the company, and he/she acknowledge his/her opportunities to report a harassment case to the management if it happens.

Additional Consideration

As a regulator, you would be better if you are flexible with your workplace romance policy, especially if your company hires people in their 20s. Deal with all the cases discreetly by prioritizing your employee’s confidentiality. It will be tricky to materialize, but at least you know what the ideal state is.

Hiring an employment attorney to deal with the matter would be a wise move. You can make the lawyer cooperate with your company’s Human Resource Development by creating an ideal policy that is research-based. Conduct surveys on your employee regularly to keep your knowledge of them relevant and up-to-date. You should not set rules without hard evidence.