Workplace relationships have always presented a delicate challenge for HR professionals. Whether it’s romantic relationships or potential conflicts of interest with family members, striking the right balance between respecting personal connections and protecting the company’s interests is crucial. In the UK, while workplace relationships are generally approached with a more relaxed attitude than in the US, HR teams must ensure that policies remain both fair and transparent.
Let’s explore practical strategies for handling workplace relationships and avoiding conflicts of interest, while keeping in mind the potential impact of new legislative changes, such as updates to the Workers’ Protection Act.
Romantic relationships in the workplace: Finding the balance
Romantic relationships at work are almost inevitable. Colleagues spend a significant portion of their time together, and it’s natural that connections sometimes evolve into personal relationships. However, these relationships can pose risks, particularly if they involve power dynamics (e.g. between a manager and a subordinate) or lead to perceptions of bias.
In the UK, many companies adopt a somewhat informal approach to these situations, compared to the stricter, more legalistic stances often seen in the US. Here, the expectation is that adults can manage their personal lives responsibly. However, this doesn’t mean that workplace romances should be ignored altogether. For HR professionals, the challenge lies in ensuring transparency, maintaining fairness, and preventing any negative impacts on the wider team. A typical example can be favoritism or perceived favoritism.
Disclosure and transparency
One key strategy for HR is to encourage voluntary disclosure of workplace relationships, especially when one partner holds a position of authority over the other. While employees might be hesitant to disclose such information, transparency helps prevent issues like perceived favouritism or conflicts of interest. In some cases, not disclosing a romantic relationship can cause more problems, as other employees may question decisions made by those involved, even if no bias is present.
Policies should be clear but not intrusive. A simple disclosure policy, where individuals in a relationship inform HR of the situation, can often be enough to protect both the company and the individuals involved. This way, HR can take steps to prevent potential issues, such as adjusting reporting lines or considering other measures to avoid conflicts of interest.
Family members in the workplace: Avoiding conflicts of interest
Family connections can also create complex dynamics, particularly when it comes to recruitment, promotion, or disciplinary actions. HR professionals should be mindful of situations where a family member could directly influence another’s work situation. While it’s natural for people to want to work with family, potential conflicts of interest must be carefully managed.
For example, hiring a family member into a role that reports directly to another family member can create complications. It could lead to perceptions of bias or, worse, damage morale among other employees. HR should ensure that policies address these situations, outlining that family members should not be involved in decision-making that could impact their relatives.
Where family relationships already exist within the company, a similar disclosure policy can be beneficial. By encouraging openness, HR can mitigate risks and establish safeguards to protect both employees and the business.
A changing legal landscape: What HR needs to know
While the UK has traditionally taken a more relaxed approach to workplace relationships than some other countries, recent developments in employment law may shift this. With updates to the Workers’ Protection Act potentially shining a spotlight on employee rights and company responsibilities, HR teams may need to reassess their policies.
Although the primary focus of the Workers’ Protection Act changes revolves around harassment prevention and safeguarding employees, there could be increased scrutiny on how workplace relationships are managed. For example, if a romantic relationship leads to claims of bias or unfair treatment, organisations may face more intense legal challenges if they haven’t handled the situation appropriately.
To protect both the company and employees, it’s important that HR teams regularly review their policies on workplace relationships. Having clear guidelines in place, ensuring compliance with evolving legal requirements, and fostering a culture of openness can help mitigate risks and avoid potential conflicts.
Practical steps for HR
1. Review and update policies: Ensure your company’s policy on workplace relationships is clear and up-to-date, taking into account any potential legal changes. Policies should be easy to understand and focused on fairness, rather than policing personal lives.
2. Encourage disclosure: Create a culture where employees feel comfortable disclosing romantic or family relationships that could pose conflicts of interest. Emphasise that disclosure is about transparency, not punishment. I would focus on disclosure policies predominantly where there is a power imbalance.
3. Address power imbalances: Pay special attention to relationships where one individual holds authority over the other. Consider reassigning duties or adjusting reporting lines to prevent any perception of bias.
4. Monitor team dynamics: Be proactive in monitoring how workplace relationships affect the wider team. If tensions arise or if colleagues express concerns about perceived favouritism, address these issues openly.
5. Keep communication open: Ensure employees understand the reasons behind your policies and are aware of their rights and responsibilities. Open dialogue can help prevent misunderstandings and reduce the likelihood of conflicts.
Workplace relationships, whether romantic or familial, are a natural part of professional life. For HR professionals, the key is not to prevent these relationships, but to manage them in a way that protects the integrity of the workplace. By promoting transparency, fairness, and compliance with changing laws, HR teams can navigate these complex situations while fostering a positive work environment.
With the potential for legal developments to bring greater focus on these issues, now is the perfect time to review your policies and ensure they are fit for purpose.
As with all affairs of the heart, there isn’t a one-size-fits-all approach to managing workplace relationships so feel free to contact me directly by emailing hello@telljane.co.uk to see how we at Tell Jane can support your organisation.
