20% of us meet our partner at work – commercially there can be challenges when cupid strikes. Employment laws also mean risks are aplenty!
Striking a balance between commercial demands and employees’ private lives can be challenging. Here’s what we’d suggest….
• Lead the way – ensure your leadership team take a responsible approach to the relationships they build at work.
• Write down what’s expected of those individuals who forge relationships – including early communication, total transparency and the need to be flexible.
• Train on what amounts to sexual harassment (particularly during induction and once a year) to show you’ve clearly set out appropriate boundaries – one person’s flirting is another person’s sexual harassment.
• Be clear that you may have to restructure teams or roles if the relationship means that one or both individuals can no longer do their job (be careful that you don’t automatically focus on the female and moving her role which could amount to sex discrimination).
• Offer support where it’s needed – through appropriate access to your People Team, managers and possibly a helpline. If there’s a fallout it’s important to be able to identify early intervention may be required.
• Agree a communication plan – jungle drums are distracting!
Get in touch for support on managing relationships through our Intelligent Employment advice.