This website stores cookies on your computer. These cookies are used to improve your website experience. To find out more about the cookies we use, see our Privacy Policy. Because we value your privacy, we offer you the option to Accept or Reject cookies. Employers must be prepared to handle romantic relationships in the workplace and have the tools in place to prevent and defend sexual harassment, discrimination or retaliation claims that may arise after a workplace relationship turns sour.
One such tool is a Love Contract. Typically, a love contract will acknowledge that the relationship was and is voluntary and consensual. Employers should promote channels of reporting and maintain a positive working environment so that employees will be willing to report the coworker relationship to the company.
More specifically, employers should inform employees that reporting such relationship will not result in any retaliation. It is also a good idea to require company approval before one employee obtains a supervisory role over the other employee in the relationship, or altogether prohibit one party in a relationship from having a supervisory role over the other.
Employees also should be directed to refrain from public displays of affection and should be required to notify the company if the relationship ends. Finally, love contracts should be kept confidential. Love Contracts are not intended to be an invasion of privacy.
Additionally, these contracts demonstrate that the employer took diligent steps to maintain a workplace free from sexual harassment, discrimination, and retaliation.
