One in five UK companies now have a dating policy, with 25 per cent of the others considering implementing one when they hire someone new, according to research carried out by jobs website Monster.co.uk.
The findings, released on 12 February, also revealed that almost half (48 per cent) of UK workers admitted dating a work colleague with more than a quarter (27 per cent) saying this turned into a long-term relationship or marriage.
However, dating policies do appear to influence workers’ behaviour, with one in ten of the 1,000 employees involved in the research saying they had stopped themselves going out with a colleague because such a policy was in place.
Reasons for introducing a dating policy included reducing the potential for workplace romances to cause disruption within an organisation, cited by 33 per cent of the 1,000 employers questioned. However, 65 per cent said they would be happy for employees to date, as long as they were aware of any dating policy and acted accordingly.
Of employers that had dating polices, almost half (49 per cent) felt they were overlooked by staff. A similar number (42 per cent) did not know if their company had a policy or what it contained.
Andy Sumner, managing director of Monster.co.uk, UK and Ireland, said: “As more employees start dating there is an increase in companies taking action to put policies in place to address what is and isn’t permitted in the workplace. It’s important for employees to take notice of and fully understand what is built into their contracts regarding this sensitive topic.”
Palmers’ employment law specialist Lara Murray said: “Employers concerned about this issue may find it helpful to put in place a dating policy, covering issues such as notifying managers about a relationship and public displays of affection in the workplace, or to update an employee handbook to cover the same ground. Like any employment policy, the contents must be clearly communicated to employees.”
“If a relationship develops between a more junior employee and a manager – for example, someone who is responsible for an appraisal or setting their pay – the situation becomes much more complex and it would certainly be worth considering requiring those involved to notify a more senior manager or the HR department.”
“Employers also need to be aware that office relationships could lead to teasing and gossip in the workplace. If this escalates into unwelcome banter or abuse – perhaps because someone in the relationship could be viewed as being given preferential treatment – this could expose an employer to claims that they were failing to prevent bullying or harassment.”
“At the same time, employers must recognise that their employees are entitled to a personal life and approach the issue of workplace relationships with sensitivity. For further information and advice, please contact our employment law team.”