Love is in the office: why workplace romance policies matter

"Our leaders are expected to set the standard in both conduct and accountability."

This was the statement from Astronomer after their CEO and HR boss were caught last year on ‘kiss cam’ at a Coldplay concert. Both parties have now resigned.

And while this undoubtedly gave us one of the water cooler moments of 2025, it also highlights something all businesses should seriously consider. The importance of have a workplace romance policy.

You might think your business is too small, or because it’s a family-business, it really doesn’t matter, but we would argue that makes it even more important.

We look at why you need a policy in place, what it should include and how to handle tricky personal issues if you’re a family-run business.

Why there needs to be boundaries for workplace romances

With over a third of British workers admitting to having had a romantic relationship with a colleague, workplace romance is common, so having clear guidelines is essential, especially given the potential problems these relationships can create.

• Perceived or actual favouritismA manager having a relationship with one of their direct reports can lead to claims of favouritism, or even worse harassment or coercion. And while there may be no case to answer, it’s important to consider the perceived impact the relationship could have on working practices and other team members.
  

• Disruption to team dynamicsIt takes a strong person to let arguments at home stay at home, but any kind of tension between a couple can disrupt team morale and affect productivity.  And, if a couple splits up, it can lead to side taking and a toxic atmosphere.

  At the other extreme, if a couple are all sweetness and light, public displays of affection can create an uncomfortable atmosphere for co-workers.
  

• Sexual harassment claims

  The legal implications of workplace romances are very real, with claims often arising from romances between supervisors and juniors, relationships turning sour or when an employee’s affection is not returned.
  

• Loss of trust

  Some employees may think someone is getting an unfair professional advantage because of their romantic relationship with a colleague. This can lead to a general loss in confidence in the fairness of decisions, promotions or work distribution.

  
  

  And, if top executives are involved, such as those at the centre of the Coldplay ‘kiss cam’ incident, it might erode trust in the company. After all, if you can’t trust the judgement of the top brass, who can you trust?

So, what should be included in the guidelines?

Banning romantic relationships outright is not only unrealistic, but could also breach the Human Rights Act 1998, which states “everyone has the right to respect for their private and family life.” So, the key is to set boundaries which protect both your company, and the individuals involved.

1. Set disclosure requirements

   Ask employees to disclose any relationships, especially if one person manages the other or there’s a potential conflict of interest. Also ask them to let you know if the relationship ends, so you can manage any potential workplace issues and maintain professionalism.
   

2. Reassignment procedures

   Depending on the size of the business and its organisational structure, consider asking one party to transfer or report to someone else to avoid a conflict of interest and possible accusations of favouritism.  

3. Outline your conduct expectations

   Make it clear you always expect professional behaviour. This includes no public displays of affection, not bringing relationship drama to work, and not encouraging other colleagues to take sides in an argument. The policy shouldn’t just apply to the office but any work-related activity. And yes, that includes the Christmas party.

   
   

4. No Retaliation

   Ensure any employee who reports concerns about a relationship, unwanted romantic advances or other harassing conduct is protected from retaliation. Also make sure employees know any complaints will be taken seriously.

What if you’re a family business?

You might think running a family-owned business means you don’t need to worry about these kinds of issues but given you might be in a long-term relationship with another member of staff or working alongside other family members, it makes it even more crucial. After all, no matter how wonderfully you all get on, there will be moments when you won’t, and it’s all too easy because you are ‘family’ for the lines to become blurred and for tensions to spiral out of control.

• Keep a simple overview of expectations around conduct

  Write down basic expectations around professional conduct, such as not showing public displays of affection, calling each other by pet names or bringing personal drama to work.

  
  

• Have a clear process for dealing with personal conflict

  Leaving arguments at home can be hard especially if it’s an ongoing family drama, so put together a short procedure on what to do if you do fall out. And make sure any discussions are always documented in writing. 
  

• Set the tone from the top

  In family businesses, the owners set the tone, so if you’re the owner, make sure you’re always 100% professional, leave personal relations at the office door and hold everyone to the same standard.

  
  

  If a family member does make a mistake, ask yourself what you would do if they weren’t family to try and ensure you treat everyone the same. 
  

• Avoid nepotism

  Create processes and use outside advisors or neutral parties to help make all hiring and promotion decisions. This will ensure you remain fair and objective.
  

• Consider outside HR help

  Small businesses often lack an HR department. Consider hiring an expert, such as HR by Tara to help draft policies or mediate sensitive situations.
  

• Remain professional throughout

  Relationships are never easy at the best of times, and family conflicts have a way of rumbling on, sometimes for years. Whatever you do, don’t let ego and spite rule the day. If you do, it won’t just be your relationship you’re destroying, but also your business.

Final thoughts

You can’t stop romantic relationships at work, but as an employer, it's your responsibility to ensure those relationships don’t undermine your business or raise concerns around fairness and trust.

A clear policy not only protects your business legally but also helps set respectful and clear expectations so everyone can focus on their work rather than getting caught up in the latest relationship drama.