Consensual Workplace Relationships: What You Should Know

Romantic relationships often start at work. After all, Canadians spend a big portion of their lives alongside colleagues — collaborating, problem-solving, and sometimes forming personal bonds.

But when attraction turns into a relationship, many employees worry: what’s considered a “consensual” workplace relationship — and when does it become a problem?

This guide breaks down what makes a relationship truly consensual, when employers can get involved, and how to protect yourself from misunderstandings at work.

What Is a Consensual Workplace Relationship?

A consensual workplace relationship is one where both people freely agree to the relationship, without any pressure, threats, or influence related to their jobs.
These relationships are legal in Canada — but they must stay professional during working hours and comply with company policies.

A relationship is consensual if:

• Both individuals willingly participate
• There is no power imbalance (for example, not a manager and direct report)
• The relationship does not interfere with workplace performance or fairness

When Consensual Relationships Can Become Risky

Even when two adults agree to a relationship, the situation can raise red flags if one person:

• Supervises or evaluates the other’s work
• Can influence pay, promotion, or scheduling decisions
• Has access to confidential information about the other employee

These situations create a power imbalance, which may cause others to question whether the relationship was truly voluntary.

If that imbalance exists, the relationship could expose both the employer and employees to harassment or discrimination complaints.

Disclosure and Workplace Relationship Policies

Many employers in Canada now have a workplace relationship policy or consensual relationship disclosure process.

This doesn’t mean employees must share their personal lives publicly — but it helps the company manage potential conflicts.

Typical steps include:

1. Privately informing HR or management about the relationship.
2. Avoiding direct supervision or decision-making over one another.
3. Signing a consensual relationship agreement confirming the relationship is voluntary and professional behaviour will be maintained at work.

• Related Reading: Workplace Relationships in Canada: What Employees and Employers Need to Know

How Employers Should Handle Consensual Relationships

Employers should take a balanced approach — respecting privacy while ensuring fairness. A good policy should:

• Encourage open communication and disclosure
• Treat all employees equally and confidentially
• Outline clear behavioural expectations
• Protect employees from retaliation or gossip

If an employer disciplines or terminates someone over a disclosed, consensual relationship, that decision could still be challenged under employment law.

What to Do if Things Go Wrong

If a consensual relationship ends and one party begins to feel uncomfortable — or if rumours or retaliation start to affect your job — you have rights.

Employees are protected from harassment, discrimination, and wrongful dismissal even when a relationship once existed.

Document any incidents, keep communications professional, and seek legal advice early if the situation escalates.

The Bottom Line

Consensual relationships at work are legal — but they’re not without risk. Transparency, professionalism, and adherence to workplace policies can prevent problems before they start.

Speak to an Employment Lawyer

If your workplace relationship has led to unfair treatment, harassment claims, or job loss, it’s time to understand your legal options.

Talk to an employment lawyer at Samfiru Tumarkin LLP — Canada’s most positively reviewed employment law firm.

Our team has:

• 👥 Successfully represented 50,000+ Canadians
• 💰 Secured millions in severance payouts
• ⚖️ Settled over 99% of cases out of court
• 📱 Free Termination Consultations — in some, but not all, cases
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Call 1-855-821-5900 or request a consultation online.