Given how much time employees spend at work every week, it is hardly surprising that romantic relationships develop in the workplace.
But what happens when a romance is inappropriate, or attraction crosses the line into sexual harassment?
inappropriate vs unlawful
While there is nothing illegal about a workplace relationship between two consenting adults, in some circumstances it can be inappropriate, for example a romance between a manager and a subordinate.
There is also a significant difference between mutual and enacted sexual attraction, and unlawful conduct such as unwanted sexual advances, sexual harassment or even abuse or assault. Sexual harassment is unlawful under both the Sex Discrimination Act 1984 (Cth) and Equal Opportunity Act 2010 (Vic). Sexual abuse and/or assault is a criminal offence.
the issues and consequences
Workplace relationships can become problematic, particularly in situations where a relationship involves two employees, one of whom oversees the other’s performance, management or appraisal.
Other co-workers may feel aggrieved by a real or perceived bias involving any decisions made by the more senior worker involved in the relationship. Team morale can suffer if one member is seen to be treated more favourably than the rest when it comes to performance appraisals, the allocation of work and promotional opportunities.
Partly for this reason, employers may be tempted to dismiss employees who have not disclosed the nature of their romantic relationships. The legality of any such dismissal is questionable – however, previous decisions of the Fair Work Commission have suggested that employees may be dismissed in cases where employees are untruthful when they are challenged about the existence of workplace relationships.
Employees may also make unwanted advances to other employees, as a result of innocently misinterpreting signs of perceived sexual interest. While there’s nothing wrong with a co-worker asking a colleague out on a date or making an advance, there is a problem if the ‘advancer’ fails to accept and move on from any rebuff.
The potential for negative fallout when a relationship ends is also a key concern for most employers. This is particularly the case if one party wants the relationship to continue while the other party wants to move on – ongoing attention may tip over into sexual harassment.
According to the Australian Human Rights Commission, sexual harassment is ‘any unwanted or unwelcome sexual behaviour, which makes a person feel offended, humiliated or intimidated. Sexual harassment is not interaction, flirtation or friendship which is mutual or consensual’.
From an employer’s perspective, if sexual misconduct occurs in the workplace (or at employer-sanctioned events such as Christmas parties or other functions) then the business may well be vicariously liable.
There is certainly potential for litigation or unwanted media attention and brand damage as a consequence of sexual misconduct or an inappropriate relationship.
what can an employer do to minimise the fallout?
From a risk mitigation perspective, employers should ensure that they have adequately drafted and communicated workplace policies.
At a minimum, these policies should include:
- Clear guidelines on the permissibility of relationships between co-workers and when such relationships should be disclosed;
- Procedures for what should happen when such a relationship is disclosed, for example when a change in reporting structure is required;
- A clause addressing conflict of interest and perceived bias (especially when relationships occur between senior and junior staff);
- A clause defining sexual misconduct, highlighting the definition of sexual harassment and what kind of behaviour will not be tolerated in the workplace.
- Workplace policies that promote awareness of all gender related issues, including sexual harassment.
It is common for relationships and attractions to develop in the workplace. As an employer, it is important to ensure that these circumstances do not lead to incidents of sexual harassment or perceptions of conflict of interest.
Employers should ensure that they address all complaints of sexual harassment with care. If you have had complaints regarding sexual harassment, or are concerned about potential bias, WISE provides full and supported investigation services.
Content retrieved from: http://www.wiseworkplace.com.au/_blog/WISE_Blog/post/when-workplace-relationships-go-wrong/.