When employers rolled out RTO policies, they
Thirty-three percent of younger millennial and Gen Z workers said they would be open to dating within the workplace, compared to only 15% of older millennials, 27% of Gen X and 23% of baby boomers, according to a report from SHRM. And while
"Workplace relationships create a fair amount of exposure as an employer that can be very difficult to mitigate and control," says Chris Williams, employment practices liability product manager at insurance company Travelers. "I don't mean to sound anti-romantic, but that's a very real concern."
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Fortunately, most U.S. workers
Even after the relationship ended, 62% of employees continued to work with their ex. However, there are still drawbacks. Ten percent
"If an employee pursues a romantic relationship with a co-worker and that pursuit is unwelcome, that could result in a sexual harassment claim," he says. "If two employees are engaged in an office relationship and one party terminates the relationship and the rejected party doesn't take kindly to that rejection, that can also give rise to a sexual harassment claim."
But employers should think carefully before they impose a ban on office relationships altogether. In fact, 64% of employees agreed that
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"Some employers may require a Love Contract, which essentially states the relationship between the two employees acknowledged is consensual and that they're going to remain professional in the workplace," Williams says. "Another approach is having a culture within the workplace that doesn't tolerate sexual harassment, and where they ensure there's a written policy on sexual harassment that is provided to all employees which outlines the consequences if they don't follow it."
There are still instances where the regulations
"As an employer, you cannot control every interaction between your employees, so there's always a risk even with policies and training in place," Williams says. "But at the same time, some people go on to meet their spouse at work, so it's really a balancing act."