Relationship in the workplace: How can Employers manage it reasonably?

Employees spend a good portion of their waking hours in the working environment.  Often with people who share similar interests to themselves, given this it isn’t a surprise that relationships regularly develop in the workplace. How employers deal with these relationships in the workplace is an essential element here. Risks for both the employer and the employees exist in these scenarios.

Some workplace relationships turn into long-term, healthy relationships. However, often the situation does not end on such a positive note. In certain instances, where such a relationship ends in a negative manner, it creates a challenging working environment for the individuals involved, as well as other members of the department.

Office relationships can, at times, be a very positive thing for a business. As a result, it can encourage high levels of morale in the workplace which, in turn, can improve standards of productivity and creativity. That being said, co-worker relationships can also have adverse effects occur. An employee may be more focused on maintaining the relationship as opposed to the duties of their role. This could lead to a decline in productivity or performance, which, subsequently, could threaten the company’s success. For that reason, it is important to find a healthy balance in such a situation.

Banning relationships: Banning relationships between colleagues would not be a particularly appropriate route to take, for several reasons. However, employers must create policies relating to workplace relationships in order to avoid what could result in a very awkward conclusion to such a relationship.

If employees wish to engage in a mutual relationship in the workplace, Employers must formulate clear rules.

  • It is essential to put clear and concise guidelines in place to ensure that your company avoids any allegations and/or occurrences of sexual harassment. In Ireland, for instance, Employers are obligated to create such guidelines to prevent any forms of harassment or sexual harassment occurring in the workplace.

  • For example, if an Employer implements a rule where employees are not allowed to have a relationship with their superiors, such a rule must be explicit that this rule is the same for all employees, regardless of title, seniority, etc., and clarify that it’s function is to protect employees against sexual harassment and favouritism.

  • Restricting specific behaviour is paramount as inappropriate behaviour, such as public displays of affection in the workplace, is not acceptable and can compromise the internal culture of the company.

Dignity at work policy

Dignity at work is the right of every employee. Taking the dignity at work policy very seriously is a way of protecting the employee’s rights, and the Employer (Business) from further legal repurcussions. The Employment Equality Acts 1998-2015 explains that Employers are liable for harassment, including sexual harassment, in the workplace.

Harassment is defined as any form of unwelcome/unwanted conduct relating to any of the nine discriminatory grounds – gender, civil status, family status, sexual orientation, age, disability, race, religious belief and/or membership of the Traveller community. Sexual harassment falls under the bullying and harassment umbrella and includes any act of unwanted verbal, non-verbal or physical conduct of a sexual nature. Sexual harassment violates a person’s dignity by creating an intimidating, hostile or humiliating environment for the person.

Employers must be aware that they may be held legally responsible/liable for the harassment or bullying that occurs in the workplace, even where they are not aware that this is taking place.

The dignity at work policy should include a grievance or complaints section, where the employee is clear of what is expected from them in case there is a breach of policy or where they feel they want to raise an issue of bullying or harassment/sexual harassment with management.

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