Even as more workers went remote, workplace romances rose during the pandemic. One-third of U.S. employees are currently involved or have been romantically involved with a co-worker, up from the 27% who reported workplace romances before the public health crisis began (SHRM, survey 2022).
Employees say:
- 33% have been involved in a relationship – up from pre-COVID (27%)
- 50% have had a crush on someone they work with
- 35% have gone on a date with someone at work
- 84% said they respect workers who have had a workplace relationship.
- 77% of those in a relationship or had been did not disclose to their employer
So what do you do? Organizations must review their current policies regarding “LOVE IN THE WORKPLACE.” Not allowing love relationships is unrealistic. I have been a longtime proponent of “LOVE CONTRACTS.” Below are the elements:
- Require disclosure of all Workplace Love Relationships
- Advise employees no PDA (public displays of affection) at work
- Keep tabs on office sentiments towards the Love Couple
- Develop a formal policy and Love Contract
- Encourage open communication regarding romantic relationships
- Document employee concerns regarding love relationships
- Ensure the loving couple does not report to each other
- Outline acceptable and unacceptable behaviors and work
- Couples should inform the company when the relationship ends
- Do not discriminate between heterosexual couples and same-sex couples
Bottom line, workplace love relationships are not going away. Generation Y and Z may have no problem dating co-workers. The points above will limit your legal liability. As an employer, you should be proactive rather than reactive to Love in the Workplace.
Reference: SHRM.org
