Guide to Workplace Fraternization: The Do’s & Don’ts of Office Romance

Oh, to be young… According to 2024 statistics, 60% of adults have admitted to finding love in their workplaces. Mind you, that’s after the number of remote positions rose by 300% following 2020. And who said that romance was dead? 

Unfortunately, as we’ll soon come to find (if you haven’t already), butterflies in your stomach aren’t the only consequences of workplace romance. So-called “employee fraternization” can cause significant issues for companies and employees alike.

So, it should come as no surprise that there are businesses that desperately try to crack down on the phenomenon. However, deciding how to handle fraternization in the workplace is rarely simple. But that’s why you’re here. 

In this article, we’ll define fraternization in the workplace, discuss the impact it can have on your professional life, and give some tips on drafting and navigating these company policies. Keep on reading to find out more! 

What Is Fraternization in the Workplace?

People often use the terms “workplace romance” and “workplace fraternization” interchangeably. However, that’s not entirely correct. While one clearly refers to romantic relationships specifically, the other encompasses a broader range of interpersonal dynamics.

Fraternizing in the workplace refers to any familiar, personal relationship that could lead to favouritism or otherwise negatively affect the professionalism of the company and its employees. Especially when it comes to high-ranking staff and their subordinates.

Therefore, if anyone ever asks you, “What does fraternization mean in the workplace?”, you can tell them that it refers to dating, friendships, and any disruptive informal socialization.

What Is a Company Fraternization Policy?

Workplace fraternization policies (a.k.a. anti-fraternization, or no fraternization ) refer to binding guidelines that define acceptable workplace relationships and regulate employee behavior. Although this may seem like an overreach, it actually protects both the staff and the company.

While each policy will differ based on the company that drafts it, some aspects always remain the same. Generally speaking, it will define unacceptable interpersonal dynamics, outline reporting frameworks, and assign penalties to transgressions depending on their severity.
 

The Pros & Cons of Implementing Workplace Romance Policies

By now, it should be evident that personal relationships come with a fair few workplace challenges that need to be considered. But that doesn’t mean your employees will appreciate the scrutiny. If you’re unsure whether or not to implement such guidelines, you should look at…

The Pros:

• Professional and representative workplace: Has a positive impact on company reputation and overall employee productivity, leading to better results and revenue.
• Positive and productive team dynamics: Fosters healthy collaboration between teams and colleagues, further contributing to team efficiency by avoiding tension and rivalry.
• Prevention of reputational damage: A poor company name can lead to customer churn, as well as limited hiring opportunities due to testimonial platforms like Glassdoor.
• Protection from legal issues: By managing appropriate employee relationships, you can avoid litigation stemming from interpersonal spats and claims of wrongdoing.

The Cons:

• Limited personal freedom: Employees may feel their personal lives are being overly controlled, creating resentment and the perception that you don’t trust their judgment.
• Difficult enforceability: Policies can be challenging to implement fairly and consistently, especially when relationships evolve gradually or when staff conceal their involvement.
• Higher turnover rate: Internal talent may choose to leave the company rather than end relationships, resulting in the loss of valuable staff and increased recruitment costs.
• Decreased morale: Policies can create a sterile work environment that discourages natural team bonding, reducing overall job satisfaction and workplace culture.

Should Employers Police Friendships & Romance in the Workplace?

Let’s expand on the “fraternization policies protect both staff and the company” point we made in the previous section. The fact of the matter is that there are several disadvantages of workplace romance that people frequently (and willfully) ignore. These include:

• Conflicts of interest and favouritism: Can create bias in decision-making structures, leading to unfair and unoptimal choices in hiring, promotions, investments, and more.
• Discrimination: The inverse effect of favouritism, it can cause growing tensions in teams, create hostile work environments, and contribute to churn, loss of revenue, etc.
• Sexual harassment: Often stemming from superiors overstepping boundaries and causing psychological or physical harm, risking lawsuits and a loss of reputation.

As we can see, while most would think that friendships and flings are strictly personal, they can, in fact, impact the rest of the team, and sometimes the company as a whole. That’s why, to keep everyone happy, it’s best for businesses to focus on the “workplace” part of workplace romance. 

Typically, this means that the employer only enforces the rules on company premises and time. They may even allow couples to work together, only barring being overly affectionate. There are often rules in place for hiring and promoting partners to avoid conflicts of interest. 

What Does a Fraternization Policy in the Workplace Look Like?

Like we mentioned above, although the specific content of the policy itself may vary, there are several aspects every good ruleset should contain. Below, we’ll explain each point before showcasing what they may look like in practice. The main points include:

1. Definition of Fraternization: Clearly explain what you mean by the term, explicitly stating which types of relationships and behaviour you deem unacceptable.
2. Scope of the Policy: Lay out the purpose of the policy, and who it applies to specifically. This can only be certain departments, the managerial body only, or otherwise.
3. Prohibited Behavior: Describe in detail behavior you believe creates a hostile environment (sexual or romantic relationships) or constitutes workplace harassment.
4. Reporting Process: Outline how employees should manage disclosure of their relationships, conflicts of interest, or any undue behaviour they see.
5. Possible Penalties: Specify the punishment for each banned activity, covered by the workplace romance policy, such as re-assignment or outright termination.
6. Training & Resources: Educate employees on the topic of upholding a professional environment, and give additional resources, like the company's whistleblowing policy.

Workplace Fraternization / Workplace Romance Example Policy

Below, we’re including a specific example of a Fraternization in the Workplace Policy, which you can use as the inspiration for yours. However, remember that this is a vital part of your ethical guidelines, and should be consulted with an expert prior to deployment. It may look like this:

1) Policy Statement

[Company Name] is committed to maintaining a professional work environment that protects all employees from conflicts of interest, favoritism, and potential harassment. This policy establishes guidelines for personal relationships in the workplace while respecting employee privacy and personal autonomy. The policy applies to all employees, contractors, and temporary staff during work hours, on company premises, and at company-sponsored events.

2) Definition of Fraternization

For the purposes of this policy, fraternization refers to personal relationships between employees that extend beyond normal professional interactions. This includes romantic relationships, dating, sexual relationships, and close personal friendships that could impact workplace dynamics or create conflicts of interest. The policy particularly focuses on relationships that could lead to favoritism, bias in decision-making, or an uncomfortable work environment for other employees.

3) Prohibited Behavior

The company strictly prohibits romantic or sexual relationships between supervisors and their direct or indirect reports, as these create inherent conflicts of interest and power imbalances. Additionally, employees are prohibited from engaging in public displays of affection, using company time or resources for personal relationship matters, or allowing personal relationships to interfere with professional judgment. Any behavior that creates favoritism in hiring, promotions, performance evaluations, or creates a hostile work environment is strictly forbidden.

4) Reporting Process

Employees must disclose romantic relationships with colleagues to Human Resources within five business days of the relationship beginning. The disclosure should be made using the confidential relationship disclosure form, followed by a private meeting with HR to discuss potential conflicts and accommodations. Employees can report policy violations to their supervisor, Human Resources directly, or through the anonymous ethics hotline. All reports will be handled confidentially and investigated promptly.

5) Possible Penalties

Violations of this policy will result in progressive disciplinary action depending on the severity and frequency of the violation. First-time violations typically result in verbal warnings and mandatory policy review, while continued violations may lead to written warnings, performance monitoring, or reassignment. Severe violations, particularly those involving abuse of authority or creating hostile work environments, may result in suspension or immediate termination of employment.

6) Training & Resources

All employees are required to complete fraternization policy training within thirty days of employment and participate in annual refresher sessions. The company provides ongoing support through Human Resources consultation, Employee Assistance Program counseling, and additional resources for conflict resolution. Managers receive specialized training on recognizing and addressing potential fraternization issues while maintaining team professionalism.

Conclusion: Creating a Safe & Healthy Workplace

So…what’s the takeaway here? Well, for one, it’s that rather than searching for how to avoid workplace romance, you should accept that love finds a way, and it’ll happen regardless. What you can do is prepare to deal with it in a way that benefits you and doesn’t harm staff.

If your business currently doesn’t have an anti-fraternization policy, your first step should be to consider your company, team, and the culture you want to build. After all, a 20-person startup will be able to get away with much looser rules than a Fortune 500 enterprise.

Following that, we highly recommend consulting a lawyer to ensure you cover all your bases and avoid infringing on any personal freedoms that could land you in legal hot water. And finally, before you draft and implement the policy, think about reporting structures.

Or…maybe don’t think about it. At FaceUp, we’re experts at helping craft speak-up cultures that allow employees and partners to report harassment, disclose conflicts, and share ideas all in one centralized whistleblowing system. So, why not kill four birds with one platform?