{"id":9398,"date":"2024-02-13T09:11:00","date_gmt":"2024-02-13T09:11:00","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=9398"},"modified":"2026-04-13T15:36:36","modified_gmt":"2026-04-13T15:36:36","slug":"managing-workplace-relationships-podcast","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/managing-workplace-relationships-podcast\/","title":{"rendered":"Love contracts and other romance-related HR dilemmas"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<h2 class=\"wp-block-heading\" id=\"love-contracts\">Should the UK introduce US-style &#8220;love contracts&#8221;?<\/h2>\n\n\n\n<p class=\"\">According to a YouGov survey, 15% of people meet their partners at work. Given how widespread the phenomenon is, to what extent does HR need to take an interest in office romances? <\/p>\n\n\n\n<p class=\"\">Stephen Simpson, principal strategy and practice editor at HR &amp; Compliance Centre, joins us to discuss the finer points of workplace relationship etiquette and to answer the (somewhat unromantic) question of whether the UK should introduce US-style &#8220;love contracts&#8221;.<\/p>\n\n\n\n<p class=\"\">Listen now for actionable insights, expert analysis, and a look at what\u2019s next for HR.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-spotify wp-block-embed-spotify wp-embed-aspect-21-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe title=\"Spotify Embed: &quot;Love contracts&quot; and other romance-related HR dilemmas\" style=\"border-radius: 12px\" width=\"100%\" height=\"152\" frameborder=\"0\" allowfullscreen allow=\"autoplay; clipboard-write; encrypted-media; fullscreen; picture-in-picture\" loading=\"lazy\" src=\"https:\/\/open.spotify.com\/embed\/episode\/1LBYvuAzGdC4AZkRU63mzM?utm_source=oembed\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<details id=\"transcript\" class=\"wp-block-details has-secondary-blue-color has-text-color has-link-color wp-elements-f68331f993e5b6622e12d77f11ea3988 is-layout-flow wp-block-details-is-layout-flow\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.548), 18px);\"><summary>Read the transcript<\/summary>\n<p class=\"\"><strong>Robert Shore:<\/strong> Hello, and welcome to the XpertHR podcast. XpertHR is a comprehensive source of leading practice, employment law and benchmarking information for HR professionals, providing solutions and expertise for every HR role, challenge and opportunity. You can find us any time of the day or night at www.xperthr.co.uk. My name is Robert Shore, and I am delighted to be welcoming back to the podcast today Stephen Simpson, principal strategy and practice editor here at XpertHR. Welcome, Stephen.<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> Hi, Robert.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Now, we\u2019re recording this edition of the podcast in the run-up to Valentine\u2019s Day where naturally one\u2019s thoughts turn to\u2026I was going to say pancakes because Shrove Tuesday or Pancake Day often falls around 14 February, but I\u2019m going to say instead love and romance, as that\u2019s a more pertinent workplace theme. And I say that because, Stephen, a significant number of people meet their partners at work, don\u2019t they?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson: <\/strong>That\u2019s right, Robert. So according to a YouGov poll, 15% of Brits meet their partner at work, which was the top method for hooking up. So that\u2019s actually higher than meeting through mutual friends, which was 14%; meeting in passing, for example at a bar or pub, that was 12%; and meeting through a dating app \u2013 8% of people meet that way. So those are some of the other most popular methods. But workplace romances are something that employers in the UK must regularly have to deal with, given it\u2019s the top in that poll.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes. Now obviously it\u2019s wonderful when colleagues get on well, even very well, but there are, as you say, some aspects of workplaces romances that HR needs to be mindful of. So what are the issues that employers should be thinking about?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> So I think there are three main issues facing employers. Firstly, the everyday rules and etiquette around relationships between colleagues, which some employers will choose to regulate in a written policy on personal relationships at work. Secondly, potential conduct issues, such as inappropriate behaviour from a couple at work. Potential conflicts of interest, for example if one of them is more senior than the other. Also potential breaches of confidentiality between the couple, and standards of behaviour expected if a relationship does actually end. And then the third one really is the issue of sexual harassment, particularly if romantic interest is not reciprocated.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes. So taking those issues in turn, employers could have a policy in place setting out rules and etiquette around relationships between colleagues?<\/p>\n\n\n\n<p class=\"\"><br><strong>Stephen Simson: <\/strong>Yes, that\u2019s right. Any employer could adopt a written policy of their own practice. It\u2019ll probably mainly be larger employers. The policy should strike a balance between the employer\u2019s need to protect its business interests and the right of employees to a private life, which will be limited if too many rules are placed on workplace relationships.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So what sort of things might a policy on personal relationships at work cover?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> So in the UK, the majority of policies are likely to take a light\u0002touch approach. They will make clear that a relationship between two colleagues is permitted, as long as their conduct doesn\u2019t negatively affect their work.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> What sort of conduct might a policy flag up as inappropriate?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> So a policy could have a broad ban on intimate behaviour during worktime, for example kissing, touching or holding hands. An employer would be on fairly safe ground if it states in the policy that a breach of this rule could lead to disciplinary action. <\/p>\n\n\n\n<p class=\"\">It\u2019s important for the policy to apply at all levels of the organisation, including senior management, really just to reduce the risk of abuse of power.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> What are other areas of conduct that the employer might want to flag up in its policy?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> The employer could also require employees in a relationship to keep communications in the workplace professional, where the couple may use their work email or other form of internal communication, such as messaging on Teams to send each other inappropriate messages or images. Employees in a relationship should be reminded, really, that communications may be monitored by their employer for legitimate reasons.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>And obviously there\u2019s the possibility of breaches of confidentiality in certain relationships.<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> Yes. So I\u2019d say there that employers need to be vigilant when it comes to employees giving away confidential information to their partner. An example of that could include an employee in a relationship with a colleague discussing with them the details of a personal issue of another employee whom they\u2019re managing.<\/p>\n\n\n\n<p class=\"\">Another example might be an employee disclosing commercially sensitive information that should be limited to a specific part of the business to their partner, which you could see happening, say, if they work together for the same business but at different clearance levels, for example.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Are there other warnings that you think, then, about conduct that such a policy could or even should include?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> I think it\u2019s really important to have something saying that striking up a personal relationship with a junior colleague will be inappropriate. For example, if a senior manager pursues a relationship with a junior member of staff over whom they may have a lot of power. It should be clear that a breach of any of these rules could lead to disciplinary action.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Okay. So those are all sensible guidelines that employers can adopt. What if an employer wants to go further, though, and require an employee to inform it if they\u2019re in a relationship with a colleague? Is that possible?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> Yes. There\u2019s nothing to stop an employer from requiring an employee to inform it of a personal relationship with a colleague, particularly if the relationship is with someone who is in the same department or someone who\u2019s not the same level in the organisation, such as a line manager in a relationship with a non\u0002manager.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. And if an employer requires relationships to be disclosed, what should it do if the couple doesn\u2019t disclose and it finds out later?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson: <\/strong>If there is expected to be no conflict of interest, I\u2019d say a brief informal chat between the employees and their managers, along the lines that the relationship should not affect their work, should be sufficient in those circumstances.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. And what if there is a potential conflict of interest?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson: <\/strong>Yes, and that\u2019s clearly going to be the case if one person in the relationship has managerial authority over the other, say. The employer should reserve the right in the policy when there\u2019s a conflict of interest to elect to transfer one or both of them to another department or, for example, to change their reporting lines following consultation with both of them.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> We\u2019ve dealt with colleagues here getting together, but what if there\u2019s a subsequent break-up? Love is a fragile and tender bloom, after all.<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson: <\/strong>Yes, so an employer could have a rule in its policy that employees in a personal relationship inform it if the relationship status changes, for example if the parties split up. That would give the employer a better chance to deal with any potential problems early on and to warn the employees of the behaviour expected, although of course in practice the employer may find that the employees are taking steps anyway to sort out the problem. For example, one or both of them might be looking for a new job or looking for an internal transfer because they\u2019re no longer comfortable working with each other.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. So what if there is a problem such as two colleagues who have broken up refusing to speak to each other, even though they\u2019re supposed to be working together?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> In those circumstances I\u2019d say an informal meeting may be the best first step, followed by formal disciplinary action against one or both of them if their behaviour does not improve.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Right. Let\u2019s turn to some other thorny questions in this area and review some of the other rules of engagement. Firstly, is it ever acceptable for one colleague to compliment another colleague on their appearance?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson: <\/strong>So as so often is the case in the employment context, the answer is, it depends. For instance, a one-off compliment to a colleague that they look great or that they look particularly smart is unlikely to constitute harassment, particularly if they know each other well. However, if the comment is sexual in nature or in intrusive<br>or keeps happening, then that could definitely constitute sexual harassment.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Okay. I think those are good basic rules there, aren\u2019t they? The second question is, can it be sexual harassment to ask a colleague out on a date?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> Again, as for the first question it depends on the context, really. For example, it\u2019s unlikely to be harassment if an employee simply fancies a colleague at the same level and asks them out, even if the colleague does not feel the same way and says no. That is as long as the enamoured employee doesn\u2019t persist and accepts the rejection with good grace. In those circumstances it\u2019s unlikely to constitute harassment.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>But clearly there will be instances when pursuing a colleague romantically can constitute sexual harassment. That\u2019s right, isn\u2019t it?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> Of course that would be the case if the lovestruck employee persists, even though their colleague has made their feelings clear. In addition, a manager asking a subordinate out might also constitute harassment even if it\u2019s a one-off, as a tribunal is likely to take into account the imbalance of power between the two<br>parties.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. The third question then. I\u2019m going to refer here to XpertHR\u2019s US site (we have a US site as well as a UK one). We have guidance there on employers having the option to require staff who start a relationship to sign a so-called \u201clove contract\u201d, and that\u2019s an agreement in which they agree, in writing, that the relationship is consensual and that neither employee will bring a claim for sexual harassment against the other should the relationship end. So tell me Stephen, could a love contract work in the UK?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> It\u2019s an interesting concept and it\u2019s a really good example, actually, of the cultural differences in workplaces in the UK compared with the US. However, from a UK employment law perspective, I\u2019d say such an arrangement is unlikely to be workable. That\u2019s because the Human Rights Act comes into play when an employer is seeking to control what employees are doing outside work. The right to a private life is relevant here, and it essentially means that an employer can control an employee\u2019s actions only when they are working or where their actions have a direct impact on their employment. That\u2019s a good rule of thumb. In any event, an employment tribunal is likely to find a love contract-type agreement to be unenforceable, as employers and employees can\u2019t generally contract out a statutory claim such as sexual harassment except in certain limited circumstances, for example when signing a valid settlement agreement on termination of employment.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes. So have there been any relevant tribunal decisions recently in this area?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> So there are two cases from the past six months that are instructive for employers as to how costly it can be when things go wrong if they don\u2019t deal with the issues around romantic entanglements in the workplace.<\/p>\n\n\n\n<p class=\"\">The first one I wanted to highlight is Tahir and National Grid. In that case, the employment tribunal awarded \u00a3357,000 to a female trainee who resigned after being frequently sent explicit messages from her mentor, including frequent propositions. She was also subjected to frequent unwelcome physical advances.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes, and she won her claim.<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> Yes, and her successful case included claims for constructive dismissal, harassment and victimization. The employer in that case conceded that it didn\u2019t deal properly with her complaints about the mentor, who remained in his role despite an investigation, and she was ultimately forced to resign.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes. And the award \u2013 was there anything unusual about that?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> The award included \u00a340,000 for injury to feelings, which in the top band for injury to feelings compensation, which is reserved for the most serious cases of discrimination, and that top band is actually rarely given out. The case also included a rare award for aggravated damages set at \u00a35,000.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And you mentioned a second case, I think. What\u2019s that?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> Yes, so that\u2019s Crabtree and Bandemer, in which an employment tribunal upheld sexual harassment and direct sex discrimination claims brought by a woman who claimed that her boss, in her words, bombarded her with messages often out of working hours and late at night, telling her that he loved her.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes. Do we know how much the claimant was awarded in this case?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> So the remedy judgement hasn\u2019t been published at the time of<br>recording, but it\u2019s been reported in the press that the claimant was awarded \u00a399,214. So that\u2019s a substantial payout in that case too.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Mm. And there are plans to strengthen sexual harassment laws later in the year that employers will need to prepare for too, aren\u2019t there?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> That\u2019s right. October 2024 will see the introduction of the specific new duty on employers to prevent sexual harassment in the workplace. The new duty will be supported by updated guidance from the Equality and Human Rights Commission on sexual harassment at work.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes. This is the Worker Protection Amendment of Equality Act 2010 Act 2023, I think, which provides for a positive duty on employers to take reasonable steps to prevent sexual harassment of their employees in the course of their employment, and also provides tribunals with the power to increase compensation by<br>up to 25%, I think, where a claim of sexual harassment is upheld and the employer has breached this duty. So is there anything that employers should be doing now to prepare for the introduction of this legislation?<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> I\u2019d say now\u2019s a good time to review organisations\u2019 strategy for dealing with sexual harassment in the workplace. Even if you already have an anti-harassment policy in place, the focus of this can be ensuring that the policy is being implemented in practice, particularly when it comes to ensuring that complaints are dealt with promptly and effectively, and that appropriate training is given to staff so that they understand what behaviour is acceptable in the workplace and what is not.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes. I think that\u2019s a really good note \u2013 the importance of good training \u2013 on which to end this conversation, this edition. Before I do that, I\u2019d just like to thank Stephen again for his insight. Thank you, Stephen.<\/p>\n\n\n\n<p class=\"\"><strong>Stephen Simson:<\/strong> Thanks.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And to direct you, dear listener, to some associated resources on the XpertHR website. Links to these are provided in the show notes. Until next time.<\/p>\n<\/details>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"speakers\">Brightmine host<\/h2>\n\n\n\n<div class=\"wp-block-group alignwide is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/01\/17154338\/Robert_Shore-150x150.webp\" alt=\"Robert Shore, HR Market Insights Editor at Brightmine\" class=\"wp-image-10115\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Robert Shore<\/strong><br>HR Markets Insights Editor, Brightmine<\/p>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Guest speakers<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-full is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"418\" height=\"261\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/10\/06170244\/Stephen.webp\" alt=\"Stephen Simpson, Acting Content Manager - Employment Law and Compliance at Brightmine\" class=\"wp-image-10060\" style=\"object-fit:cover;width:100px;height:100px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/10\/06170244\/Stephen.webp 418w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/10\/06170244\/Stephen-300x187.webp 300w\" sizes=\"auto, (max-width: 418px) 100vw, 418px\" \/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Stephen Simpson<\/strong><br>Principal Editor \u2013 Employment Law and Compliance, Brightmine<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-1a8e0101b557f40e8241e4282d31803e\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#love-contracts\">Should the UK introduce US-style &#8220;love contracts&#8221;<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-53b045a32da828cda288ce2a72946a2d\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#transcript\">Transcript<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-71518ad09f03d83428d3713a9cbb6f21\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#speakers\">Speakers<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-a7e80f5980a3637f47ca7c36674d307e wp-block-brightmine-resources-filter has-text-color has-primary-black-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter editor-posts-filtered-types  \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/bullying-harassment\/2025-workplace-harassment-law-changes\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/02\/11203503\/Brightmine-third-party-harassment.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Podcasts<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/bullying-harassment\/2025-workplace-harassment-law-changes\/\">Employment Rights Act 2025 harassment changes &#8211; a fresh perspective from the high seas<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Prepare for 2025 UK harassment legislation updates. 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measure success with &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Start your free trial today<\/h2>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">Register today to gain free 7-day access to the Brightmine HR &amp; Compliance Centre and stay up to date, compliant and save valuable time<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 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etiquette.<\/p>\n","protected":false},"author":11,"featured_media":11352,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[19],"tags":[],"topic":[24,21],"class_list":["post-9398","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-podcasts","topic-hr-compliance","topic-talent-management"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Love contracts and other romance-related HR dilemmas<\/title>\n<meta name=\"description\" content=\"Stephen Simpson, acting content manager at Brightmine, discusses the finer points of managing workplace relationships.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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