When Love Becomes a Liability: Why Your Workplace Needs a Relationship Policy
- jrezvani
- Jul 24
- 2 min read
When an audience cam at a Coldplay concert led to the resignation of a CEO and an HR investigation, it became a viral reminder that office romances can come with real consequences, especially when power dynamics are involved.
While your workplace may not be under a global spotlight, the risks are just as real. Romantic relationships between coworkers, particularly when they involve a reporting relationship, can trigger everything from claims of favouritism to harassment complaints or even breaches of fiduciary duty.
The lesson? It’s not the relationship itself that creates the risk. It’s the lack of clarity around what’s allowed, what must be disclosed and how conflicts of interest will be managed.
A well-crafted workplace relationship policy isn’t about policing people’s personal lives, it’s about protecting your organization and your people.
Why You Need a Workplace Relationship Policy
1. You're legally required to maintain a harassment-free workplace.
In provinces like Ontario and BC, employers are required by law to prevent workplace harassment and discrimination. That includes being proactive about situations, like romantic relationships, that could lead to complaints or conflicts.
In Ontario, this obligation is set out in the Occupational Health and Safety Act (OHSA) and the Ontario Human Rights Code.
In BC, it’s found under the Workers Compensation Act, Occupational Health and Safety Regulation, and the BC Human Rights Code.
2. It helps prevent conflicts of interest.
Even consensual relationships can create perceived or actual favouritism, especially between supervisors and their reports. That perception alone can damage morale and open the door to complaints or legal action.
3. It promotes fairness and transparency.
Having clear rules, that are applied consistently, helps everyone understand what’s expected, reducing the risk of unequal treatment or messy fallout when relationships go south.
What’s Allowed (and What’s Risky) Under Canadian Law
Aspect | Permitted? | Notes |
Peer relationships | ✅ Yes | No law prohibits consensual relationships between peers. |
Relationships with power imbalances | 🛑 High risk | Employers may restrict or prohibit these due to the risk of coercion or harassment. |
"Love contracts" (consensual relationship agreements) | ✅ Allowed | These confirm mutual consent and understanding of policy. |
Termination for dating | ⚠️ Risky | Can be legal if it violates a clear policy, but must not be discriminatory. |
A Relationship Policy Sends a Signal
Romantic relationships will happen at work. What matters is whether your organization has the right guardrails in place.
The recent headlines are a good reminder that culture starts at the top but policies are what hold the mirror. A solid relationship policy shows your commitment to professionalism, safety and fairness.
Need help creating or updating yours? We help organizations craft policies that are legally compliant, clearly written and tailored to your workplace culture. Ask us about building your workplace relationship policy.
