Blanket bans on workplace relationships may seem the solution but often aren't

Love might be in the air, but for employers that can be a headache. And with new duties placed upon businesses to take ‘reasonable steps’ to prevent sexual harassment at work, that can wind up in disaster. But is a ‘blanket ban’ the way to go?

A quarter of us have experienced a romantic encounter at work and for many those first flutters have turned into life partners and even marriage. Yet, with new regulations in place as of October 2024 policing those office loves is becoming ever more challenging.

As with many regulations, the stipulations are a hazy determination of what it means in practice and there are allowances for size and employer resource. Yet, failure to comply means that many businesses can face an increased financial sanction in the employment tribunal system with possible intervention by the Equality and Human Rights Commission together with what can possibly be much more damaging – reputational harm.

As a result, it is not surprising that many employers are considering pulling the handbrake on romantic relationships entirely at work in a bid to avoid any grey areas that could land them in hot water. Yet employment lawyers heed a warning on blanket bans.

So, wouldn’t a ‘blanket ban’ be easier?

Tina Chander, Head of Employment Law at Wright Hassall and Founder of End Workplace Bullying Day advises against all out zero-tolerance, “Employees considering a blanket ban on workplace relationships must tread carefully, as doing so would be a breach of their human rights under the Human Rights Act.

“Although romances can have a negative impact in the workplace, such as distractions, favouritism, and misplaced attention, our survey of over 2,000 people revealed that a quarter of employees have had a romantic encounter with a colleague, showing just how common workplace romances are.”

It’s a difficulty that is hard to argue against.