Andy Byron Resigns After Coldplay “Kiss Cam” Scandal: Key Employee Takeaways

What Happened?

Andy Byron has resigned as CEO of Astronomer just 3 days after “kiss cam” footage went viral on social media — showing him in an apparent embrace with the company’s Chief People Officer, Kristin Cabot, during a Coldplay concert.

The band’s singer, Chris Martin, can be heard narrating the awkward moment, quipping: “Either they’re having an affair or they’re just very shy.”

Amid the backlash, Astronomer initially said it had launched a formal investigation into the matter.

On July 19, the company confirmed Byron’s resignation had been accepted by the Board of Directors and that a search for a new CEO is underway. The company also dismissed a widely circulated apology statement as fake.

As stated previously, Astronomer is committed to the values and culture that have guided us since our founding. Our leaders are expected to set the standard in both conduct and accountability, and recently, that standard was not met.

Andy Byron has tendered his resignation, and… pic.twitter.com/aTTUhnnyVz

— Astronomer (@astronomerio) July 19, 2025

While Astronomer has not explicitly confirmed the identities of those in the video, the company’s handling of the situation — including its acknowledgement of “conduct and accountability” standards — strongly suggests internal confirmation.

Beyond the spectacle, this incident raises serious questions about workplace relationships, power imbalances, and employment law risks — particularly when senior leadership and human resources are involved.

Here’s what Canadian employees and employers need to know.

Workplace Relationships: Risky, but Legal

To be clear: there are no laws in Canada that outright prohibit romantic relationships between coworkers.

However, legality doesn’t equal immunity. What matters most is context — and whether the relationship creates a power imbalance that exposes the employer to risk.

When one person holds authority over the other (whether directly or indirectly), the relationship can raise serious questions around consent, conflict of interest, and potential human rights violations.

Even if both individuals view the relationship as consensual, a power imbalance can undermine that perception in the eyes of the law, especially if concerns arise later.

Workplaces that fail to proactively address these dynamics may face liability — not only reputationally, but legally under provincial human rights legislation.

That’s why many large employers implement policies that require disclosure, particularly when relationships involve managers or executives.

HR Involvement Adds Complexity

In this case, the professional roles of those involved make the situation especially sensitive.

• CEO: Ultimately responsible for the company’s leadership and decision-making
• Chief People Officer: Essentially the head of HR, is expected to uphold fair workplace practices and protect employee well-being

If either party is involved in performance reviews, promotions, or workplace investigations relating to the other, it could compromise the neutrality and integrity of the company’s HR systems.

When senior leadership becomes entangled in undisclosed personal relationships, it can make it difficult — if not impossible — for employees to raise concerns without fearing bias or inaction.

Silence Isn’t Always Strategic

Adding to the intrigue is a fake “apology letter” that surfaced online shortly after the video went viral.

It falsely claimed to be from CEO Andy Byron and included Coldplay lyrics, seemingly addressing his wife and children. Astronomer later confirmed the statement was fabricated.

While some organizations may choose to handle such matters internally, prolonged silence — especially in the wake of a highly publicized incident — can damage employee morale and trust.

Internally, employees may be left wondering whether company policies apply equally to everyone, including those at the top.

Can Workplace Relationships Lead to Termination?

Yes — depending on the circumstances.

In Canada, non-unionized employees can be fired for almost any reason, as long as they’re provided:

• Full severance pay (which can be as much as 24 months’ compensation)
• The reasons for their dismissal aren’t discriminatory

This is known as a termination without cause. In more serious cases (i.e. dishonesty, abuse of power, preferential treatment, etc.), an employer might have grounds to fire an individual for cause — meaning no severance package or access to employment insurance (EI) benefits.

A recent example is the dismissal of RBC’s Chief Financial Officer, Nadine Ahn. An internal investigation by the bank revealed that she’d been engaged in an undisclosed relationship with a subordinate.

RBC’s decision to publicly disclose the findings was widely interpreted as an effort to reinforce corporate accountability.

Best Practices for Employers

This incident is a clear reminder that workplace relationships involving leadership aren’t just personal — they’re policy issues.

When handled poorly, they can compromise employee trust, trigger legal exposure, and damage a company’s credibility.

Canadian employers should consider the following steps:

• Establish a clear, written policy on workplace relationships
• Require disclosure when a relationship involves a reporting or power imbalance
• Avoid blanket bans, which tend to drive relationships underground rather than prevent them
• Train managers and HR professionals on how to handle disclosures neutrally and effectively
• Ensure all investigations into misconduct are impartial, thorough, and properly documented

When a senior executive fails to disclose a relationship that creates a conflict of interest, the issue isn’t just poor judgment — it’s a corporate risk.

Failing to address it early can lead to harassment claims, wrongful dismissal allegations, or costly internal investigations.

Private Relationship, Public Impact

The decision by Byron and Cabot to engage in a public display of affection at an event where they could easily be caught doing so is another aspect to note.

Regardless of where you’re at on the corporate ladder, everyone at a company is expected to conduct themselves in a way that doesn’t harm the business — both inside and outside of the office.

The pair’s after-hours embrace at the Coldplay concert created a media firestorm for Astronomer. While Byron decided to voluntarily step down as CEO, a termination for cause might’ve been justifiable — given the unique circumstances of the situation.

Get Help Today!

If you’ve been disciplined, retaliated against, let go, or pressured to resign because of a workplace relationship — or if your employer is mishandling a situation involving senior leadership — you may have legal options.

Don’t assume your employer’s actions are justified. You could be entitled to significant compensation, especially if policies weren’t clear, consistently enforced, or if a power imbalance was involved.

At Samfiru Tumarkin LLP, we’ve helped more than 50,000 non-unionized employees across Canada understand their rights, hold employers accountable, and recover up to 24 months’ pay through severance.

• 👥 Over 50,000 clients helped across the country
• 💰 Millions recovered in severance and compensation
• ⚖️ No win, no fee — you don’t pay unless we win*
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Contact us now to find out what you’re owed. Book your consultation or call 1-855-821-5900.