Beware: frisky business
A TUC survey showed that a quarter of all long-term relationships in the UK started at work. Hardly surprising, given most of our time is spent there. But this happens against a backdrop of employers’ growing restrictions on office romances. While it’s understandable that employers are fearful of the consequences and the impact on their business, employees are still entitled to a private life and there is a line to be drawn between the two interests. An employer can’t sack you for simply having a relationship with a colleague, but they can get you on other things. And since navigating that path is far from easy, we have put together this guide to help you steer clear of the pitfalls.
LABEL IT
It’s that dreaded label thing. Feared by men and women across the globe. You have to define the relationship you have with your colleague if you’re going to protect yourself from any potential negative consequences. Adrian Crawford, an employment law specialist and partner at law firm Kingsley Napley, says: “If it was just a one night stand after the office party then you don’t need to panic. It all depends on whether or not you intend to keep seeing them.”
CONFLICT OF INTEREST
If the relationship has the potential to be more serious, then you need to consider at what point you need to tell your superiors. Crawford says this is far more important if there’s a conflict of interest: “If a Chinese wall is broken. For example, one person is front office and the other back office staff, then informing your line manager is very important. In theory it’s a sackable offence.” For the majority, however, discretion in the early stages might be the wisest move. Bethany Whittle met her fiance at work: “I would definitely recommend keeping the relationship on the down-low. The management will be nervous that the relationship will turn sour and it’ll create a bad atmosphere.”
KNOW YOUR RIGHTS
In big City firms your rights and any restriction placed on you will usually be spelt out in your contract or in the staff handbook. Be sure to check these, because your employer will hold you to it. Crawford says these conditions are binding and while you can’t get fired without being formally disciplined first, you don’t need to be formally disciplined many times before you’re out.
RULE OUT THE NAUGHTINESS
Naughtiness in the stock cupboard will count as gross misconduct that could have you packing up your things almost instantly. But it’s best advised to refrain from any affection, even doe-eyes and sweet nothings, because anything that makes your colleagues feel uncomfortable could have you called into the boss’s office to be cautioned.
YOUR EMPLOYER’S REACTION
The complexity of employment law gives you a degree of protection. The nuances of policy can be interpreted in multiple ways, so if you feel you’re being treated unfairly, an employment laywer or your union representative will be able to help. Employers choosing to move one half of the couple into another role or department often causes problems. The trick to resolving this situation is to work out where you stand legally. If you have been employed to conduct a particular role for a company rather than by the company at large, you may have a case against your employer.