Businesses need formal love contracts

UK employers without a formal office romance policy could be risking costly tribunal claims and are advised to issue a code of conduct explaining acceptable standards of behaviour, say leading HR information and employment advice provider, Croner.

Whilst the course of office love is running smoothly, employers may think they donít need a so-called love contract, but itís when relationships break up that the problems start, including a risk of sexual harassment or discrimination claims. This risk is especially acute for manager/subordinate relationships.

Research shows that most businesses have unofficial views on office affairs yet only 20 percent have formal policies in place. Employers should have cause for alarm; a survey of workers at a major UK bank found 71 percent admitted to having a romance with fellow employees - ten percent with their boss!

The likelihood of office romance is compounded with people working longer hours and an increasing number of women in the workforce. Todayís hotspot to meet potential partners is the office and some surveys suggest one in four of us meet our life partners at work.

When relationships break up, employers often have to contend with awkwardness and bad feeling, reduced productivity and morale. But far worse is the looming threat of sexual harassment claims from a vengeful lover, or sex discrimination allegations should the employer re-deploy either party to a different department without following correct procedures.

Richard Smith, HR expert at Croner, a division of Wolters Kluwer UK, says workplace relationships are inevitable. You canít legislate against love, but companies should consider issuing guidelines to employees on acceptable behaviour if they have a relationship with a colleague, and must include clearly defined grievance procedures.

Croner is issuing some timely advice to help companies seeking to develop formal policies for amorous employees.

Accept office relationships will happen and donít ban them altogether. This could lead to problems such as secret affairs, and, more seriously, claims of possible infringement to an employeeís right to express opinions or beliefs.

Develop a policy governing workplace relationships which clearly states an acceptable code of conduct, such as behaving professionally at work, keeping the relationship from other colleagues, and agreeing to work professionally should the relationship fail.

There is no catch all policy since all workplaces are unique and the potential repercussions will vary according to the size of the organisation. When designing a policy, consider the culture and set-up of the workplace. A close-knit office may react badly to a relationship, especially between superior/subordinate. However, if the couple work in different departments it may go unnoticed.

Clearly define grievance procedures. Provide a contact person should an employee wish to discuss a formal or informal complaint in confidence. Try to resolve any problems reasonably before a claim is made.

If considering an office romance disclosure clause, employers should seek professional legal advice, as they could infringe an employeeís right to privacy, especially if the relationship does not affect either employeeís work.

Companies may wish to ban relationships between superiors and subordinates but this can be problematic and should only be undertaken with professional legal advice. Make sure all employees are aware of the companyís policy on workplace relationships.

Should a claim be made, follow instructions give and seek professional legal advice.