Sexual Harassment and Workplace Relationships: What Employers and Employees Need to Know

Workplace relationships are a reality in many organizations. According to surveys, nearly one-third of employees in the U.S. say they have been in a romantic relationship with a coworker at some point in their career. While workplace romances are not inherently wrong or illegal, they can create risks, particularly when power dynamics are involved. Employers must balance respecting employees’ personal lives with protecting the workplace from sexual harassment claims and conflicts of interest.

The Connection Between Workplace Relationships and Sexual Harassment

Romantic or consensual relationships can sometimes blur professional boundaries. Even when both parties agree to the relationship, issues can arise if:

• One employee has authority over the other (such as a manager and direct report).
• Other employees perceive favoritism in promotions, scheduling, or assignments.
• The relationship ends and one party feels harassed or pressured.

In these cases, a consensual relationship may evolve into a claim of quid pro quo harassment or a hostile work environment if not handled appropriately.

Do Companies Ban Workplace Relationships?

Policies vary widely across organizations in the U.S.:

• Some companies prohibit workplace relationships entirely. This is more common in industries where reputational risk is high, or in smaller companies where relationships may disrupt team dynamics.
• Most companies allow relationships but set boundaries. Typically, this means prohibiting relationships between supervisors and their direct reports or requiring disclosure to HR when a relationship involves a reporting relationship.
• Fraternization policies may outline what is acceptable and what must be disclosed, focusing on preventing conflicts of interest and ensuring transparency.

Disclosure Policies: When and Why They Matter

In many organizations, disclosure is required when a relationship involves a power imbalance. For example:

• If a manager is dating someone they supervise, the company may require HR to be notified so reporting lines can be adjusted.
• Disclosure helps protect both employees and the company by ensuring decisions about pay, promotions, or discipline are impartial.
• Transparency also reduces the risk of future harassment claims if the relationship ends poorly.

Best Practices for Employers

To reduce risk and promote fairness, organizations should:

• Maintain a clear, written policy on workplace relationships.
• Prohibit supervisor and subordinate relationships or require disclosure to HR.
• Provide sexual harassment prevention training that addresses power dynamics and favoritism.
• Ensure employees know how to report concerns confidentially and without fear of retaliation.
• Reinforce that even consensual relationships must never cross into harassment or favoritism.

Take Action with HR Proactive

At HR Proactive, we help organizations design workplace policies that balance respect for employees’ personal lives with the need to prevent harassment and protect workplace integrity. Our training programs and policy development services ensure compliance and support a respectful, professional culture.

Contact HR Proactive today to learn how we can help your organization navigate workplace relationships while preventing sexual harassment risks.