general adverse impact on team dynamics and reduction in team morale;
outputs may be disrupted in the event of relationship breakdown; and
impact on management resources and increased legal risks in the event of relationship breakdown.
3.
MANAGEMENT GUIDELINES
3.1
Where a manager becomes aware that a member of their team is in a personal relationship with a colleague, they are required to treat this sensitively and, as far as possible, in confidence. Most personal relationships should not have a significant impact on the workplace or efficiency of work. However, managers need to recognise their responsibility to all team members and to the needs of the business. No action should be taken simply because a staff member is in a personal relationship with a colleague. Only if there is an issue or risk as outlined above should action be considered. Managers will know that they must not discriminate against staff on various protected grounds. They should particularly consider the characteristics of sex, sexual orientation and age before taking any action as a result of a personal relationship. For example, it should not be assumed that the more junior person in a couple will be transferred out of a team, as this could be indirectly discriminatory. Managers should be aware that conduct directed towards a colleague for personal reasons may be unwanted and that, in some circumstances, this could amount to unlawful harassment for which the employer could be liable. We will take any grievances (formal or informal) very seriously and investigate these without delay. Managers should escalate any complaints of this nature to the a director as soon as possible. Any information regarding personal relationships is confidential and likely to be protected under data protection laws. Managers are reminded about their data protection obligations under the law and our Data Protection Policy, including ensuring the security of such information. Managers are also reminded that we have a duty to protect the health and safety of our staff and that this includes mental health. If a manager has concerns regarding the health impact of a personal relationship on a member of staff they should bring this to the attention of a director without delay. Given the highly sensitive nature of personal relationships, managers should seek the assistance of Senior Managers before dealing with any issues which may arise. They should also ensure that a formal note is taken of any meetings to discuss personal relationships.
3.2
3.3
3.4
3.5
3.6
3.7
3.8
4.
CONDUCT OF THOSE IN PERSONAL RELATIONSHIPS
4.1
Any members of staff who are in a personal relationship are expected to conduct themselves in a professional manner at work at all times in respect of such relationship. This means being considerate of the feelings of their other colleagues in their day-to-day dealings and being discrete in any discussions regarding their private life within the workplace. Public displays of affection are inappropriate in the work sphere. Our equipment and resources are provided for work purposes only. Any inappropriate use in furtherance of a personal relationship will be treated as a disciplinary matter.
4.2
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