Inter office dating policies

In the situation cited here, an employee explains that the office has no rule against interoffice dating. Therefore, when it was discovered that two coworkers were indeed in a social or dating relationship, one was fired, while the other was not. Without further details to explain why one person was let go and the other retained, it appears that discrimination or imbalanced discipline may have occurred. If both employees are in a dating relationship that the company frowns on, why was only employee terminated?

Policies About Workplace Dating

Is there more to the story? For example, did the fired employee date several coworkers and receive a verbal warning without a written policy in place?


  • 6 Tips for Crafting an Employee Dating Policy;
  • free dating sites in odisha!
  • The Law and Workplace Dating.

If so, maybe that is the basis for termination. If not, the matter needs to be further explored to determine if discrimination occurred, and if so, why? If it turns out the fired employee was unjustly terminated, there may be recourse for being rehired or some type of compensation, based on the circumstances. This website is designed for general information only.

Can an Employer Prohibit Employees from Dating One Another?

Lawyer Marketing Services, Inc. Please enter your question: Again, there are no laws which prohibit employee dating per se.

HR Policies & Procedures

Of course, as with any personnel policy or practice, decisions around employee dating will be subject to general anti-discrimination scrutiny. This means employers can face discrimination liability if, for example, it is shown they permitted dating among employees who are under 40 but not among employees over 40, among straight employees but not gay employees and the like.

Rules of Attraction

Beyond these risks, the primary concern around workplace dating is that, one day, a participant in the relationship scorned or otherwise later claims the relationship was in fact a form of sex harassment. Notably for purposes of employee dating, there has also been some litigation surrounding "sexual favoritism," or the theory that it is unlawful discrimination for an employee to show preferential treatment to that person's romantic partner at the expense of other employees not involved in the relationship although -- full disclaimer -- courts are not uniformly aligned on this issue, and employers in many instances may have sound legal and factual defenses.

No matter how you look at it, both legal and practical risks abound when someone has to supervise or even indirectly analyze or critique the work performance of their special someone. With this legal backdrop in mind, here are a few tips for crafting non-fraternization policies: All the risks associated with interoffice dating are exacerbated when there is an inherent power imbalance between a supervisor and that person's subordinate.

Can an Employer Prohibit Employees from Dating One Another?

However, if you find yourself in a situation in which you believe you have no choice operationally but to allow such a relationship, actively manage the risk. Do not bury your head in the sand and hope things work out. Make sure the manager has absolutely no input -- none whatsoever -- into the terms and conditions of their partner's employment.

Lastly, in this context, you should give strong thought to having both parties acknowledge, in writing, the voluntary and consensual nature of the relationship. Provisions you might include in this document sometimes called a "love contract" are an acknowledgement of the company's anti-harassment and anti-retaliation policies, an agreement not to engage in PDA in the office, and a commitment to inform the company if the relationship becomes "unwelcome" in any way, or if the employee believes they are subject to any form of retaliation or other inappropriate conduct.

Facebook, Google Restrict Employee Relationships with Dystopian Company 'Dating Policies'