We all know or have heard about couples who met at work, fell in love, and lived happily

ever after. Actually, many love matches have been made in the workplace. Unfortunately,
there are several potential problems employers face from romances at work.

1. Favouritism
The appearance of favouritism between a couple in the workplace can negatively affect the
work environment. For an example, if a supervisor allows her boyfriend to come in late
without reprimand, other employees will resent the unfair treatment. The more the
favoritism, the more negative the workplace atmosphere can be, which hurts productivity and
profitability. In extreme situations, valuable employees might quit in protest.

2. Sexual harassment
If employees involved in a romance take things too far, sexual harassment might occur. In an
management, dating can be perceived as anything from sexual harassment by the other
employees. Even if both people enter into the relationship voluntarily worst-case might
happen. As an example, if their relationship breaks off, the subordinate in the relationship
might decides to claim sexual harassment.

3. Lowered employee morale

Flirting and other romantic behaviors distract the parties involved in the relationship, and the
co-workers around them, leading to decreased productivity and morale. The entire
department may be affected by the relationship. For instance, co-workers may feel uneasy
about the romance and exclude the romantic couple from decision making and other project
tasks.
 Solutions

1. Developing a workplace romance policy

Workplace romance policy is a policies that prohibit all employees from dating any other
employee and prohibit any supervisor from dating any non-supervisory employee. The policy
need to include the couple’s disclosure obligations, the actions the company may take, and
the consequences of violating the policy. And it’s a good idea to include provisions that
reinforce the general expectation of professional conduct from everyone at all times.

2. Broadcast a sexual harassment policy

Have a formal, written sexual harassment policy that is posted, appears in the employee
handbook and is listed on all company policy documents. The sexual harassment policy
should address how a sexual harassment claim will be handled.

Train all employees that the company has zero tolerance for sexual harassment. Provide
information about the consequences of such behavior on their continued employment.

At the same time, employees need to understand that it is OK to ask a co-worker out on a
date. Harassment occurs when the employee indicates no interest and the unwanted attention
continues.

All employees need to understand where the line occurs. Most organizations ask employees
to sign a document indicating they understand and will abide by the sexual harassment
policy.

3. Provide training about workplace romances

Company need to provide training for supervisors and managers about how to discreetly
address overt sexual behavior in the workplace. The supervisors need to know on how
comfortable coaching the dating couple if the relationship results in lowered morale and
productivity for themselves or co-workers.