Workplace romance - what are the real risks?

Office romances - what employers need to know

Office romances can be risky business. In some cases, the consequences can be severely career-damaging, as you may have seen in recent high profile news stories across various media. While some workplace relationships may be unproblematic, employers need to see the potential red flags and mitigate the risks of inappropriate workplace conduct.

Risks, red flags and tips for employers

Hierarchy

Even when a relationship appears consensual, the power imbalance of a workplace relationship between a supervisor and subordinate can raise the issue of whether the junior employee feels intimidated or pressured to consent. If the relationship goes wrong or ends badly, this could lead to a claim of bullying and harassment, as seen in the drawn-out legal battle between Amber Harrison and Seven West Media.

Favouritism

When a workplace relationship involves a supervisor and subordinate, is very difficult to avoid the perception of preferential treatment. If co-workers believe that a promotion or reward has been given on the basis of favourtism, this has a damaging impact on workplace culture and may also lead to discrimination claims.

Sexual Harassment

The biggest risk of workplace relationships is a claim of bullying or sexual harassment. For a remarkably expensive cautionary tale, you don’t need to look any further than the $37 million lawsuit between Kristy Fraser-Kirk and David Jones. Employers must implement appropriate policies and trainings mitigate the risk of sexual harassment and unwelcome conduct.

Work Parties

Work-related functions, conferences and events warrant a special mention in this article because alcohol consumption increases the risk of sexual harassment in the workplace. Even if the work function is held at an off-site venue or outside of normal work hours, it is still legally considered a workplace, and therefore appropriate workplace code of conduct still applies.

Social Media & Out-of-Work Conduct

In today’s hyper-connected world, personal relationships can quickly become public via social media. Images, posts, or viral moments shared online can expose private interactions and raise reputational or ethical concerns for employers. Employers may need to assess whether external behaviour impacts the workplace or breaches workplace policies, particularly when it involves senior staff or power imbalances.

Respect, Responsibility and Appropriate Use of Power

All workplaces should have a code of conduct or set of policies in place to address appropriate workplace conduct, yet these codes can be very difficult to manage. Businesses and organisations who are committed to promoting a workplace culture free from discrimination, bullying and harassment need to demonstrate that appropriate workplace conduct is built on respect, responsibility and appropriate use of power.

Read Respect and responsibility in the workplace >

Transparency, Conflict of Interest and Culture of Trust

When workplace relationships and transparency aren’t managed properly, the fallout can be damaging not just for individuals but for the organisation’s reputation. Two recent high-profile examples include the ColdplayGate scandal oversears and the Super Retail sacking in Australia.

Transparency fosters a culture of trust and leaders set the tone. If staff feel issues will be swept under the rug, culture deteriorates quickly. It's importnant to have clear policies on declaring personal relationships to avoid perceptions of bias or unfair advantage.

Whistleblower Protection

It's important for employers to ensure safe reporting channels and non-retaliation. Terminating or punishing whistleblowers is not only unethical but exposes organisations to serious legal and reputational risks.

Investigations & Fairness

Complaints must be handled with procedural fairness, neutrality, and consistency. Learn more about our workplace investigations >

How WorkPlacePLUS can help

WorkPlacePLUS supports employers with a range of professional services including:

• Policy Development – Helping businesses craft clear guidelines on workplace conduct, disclosures, and reporting mechanisms.

• Training Leaders – Equipping managers to respond appropriately when concerns are raised.

• Independent Investigations – Offering impartial, compliant investigations into workplace complaints.

• Culture & Compliance Audits – Identifying gaps before they become public scandals.

For tailored support and best practice HR advice you can trust, please contact us today.