It’s important to remember that personal relationships at work may not be limited to sexual or romantic relationships, but can also include family relationships, very close friendships, and close business, financial or commercial relationships, any of which can complicate dynamics and wider relations in the workplace.
With such a broad definition, it would generally be regarded as onerous and unrealistic to interfere with an employee’s rights to a private life by restricting or imposing an outright ban on personal relationships at work. Employers are therefore encouraged to accept that such relationships are part and parcel of employing staff.
However, it can be beneficial in terms of workplace performance and morale, and legal risk management, to consider how personal work relationships may affect your business and that you can be satisfied you have done everything within your power to accommodate personal relationships at work. Clarity and encouraging a culture of honesty and openness are key principles in ensuring both you and your employee are protected at all times.
There are practical measures employers can take to manage any potential risk of personal relationships at work. In particular, by implementing guidelines through workplace policies, you can ensure your workforce knows where they stand, and if relationships deteriorate, how any resulting issues should be dealt with.
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