Creating a Workplace Relationship Policy in Canada

Workplace romances happen — but without clear rules, they can quickly lead to confusion, conflict, or even legal risk.

That’s why many Canadian employers are choosing to implement a workplace relationship policy.

This guide explains what such a policy should include, why it matters, and how it helps protect both the company and its employees.

Why Have a Workplace Relationship Policy?

A workplace relationship policy (sometimes called an interoffice relationships policy) provides guidance on how romantic or personal relationships should be handled in the workplace.

The goal isn’t to stop relationships — it’s to prevent problems before they start.

Employers introduce these policies to:

• Avoid conflicts of interest
• Prevent harassment or discrimination complaints
• Maintain professional boundaries
• Protect the organization’s reputation and productivity

A clear policy shows that the employer takes fairness and respect seriously.

What Should a Workplace Relationship Policy Include?

A strong workplace relationship policy should clearly outline expectations for behaviour, disclosure, and privacy.

Key elements include:

• Disclosure requirements: When employees must inform HR or management of a relationship
• Confidentiality: Ensuring any disclosures remain private and handled discreetly
• Professional conduct: Clear rules about public displays of affection, communication, and professionalism
• Conflict management: Steps to take if a relationship impacts reporting lines or creates bias
• Consequences: What happens if the policy is ignored or violated

How to Implement a Relationship Policy

Rolling out a policy should be handled with sensitivity and transparency. Consider these steps:

1. Consult your legal team to ensure the policy complies with employment and privacy laws.
2. Communicate openly with employees about why the policy exists — it’s about fairness, not control.
3. Train managers and HR staff on how to handle disclosures and complaints consistently.
4. Review the policy regularly to keep it up to date with legal standards and workplace culture.

When employees understand that the goal is to protect everyone’s rights, compliance improves and trust grows.

Balancing Privacy and Professionalism

Canadian law gives employees a right to privacy in their personal relationships, but employers also have a duty to maintain a safe, respectful workplace.

The key is balance: employers can’t intrude unnecessarily into personal matters, but they can set boundaries where relationships overlap with work duties.

If an employer takes disciplinary action based on a relationship, that decision must still follow employment standards, human rights, and privacy laws.

What Happens If a Relationship Becomes a Problem

Even with a good policy in place, issues can arise — such as breakups, harassment claims, or retaliation.

Employers must investigate complaints fairly, without bias or punishment for those who disclose relationships in good faith.

Employees who are unfairly treated after disclosure may have grounds for a wrongful dismissal or human rights claim.

The Bottom Line

Workplace relationships can be positive when handled properly — but a lack of clear boundaries can cause serious harm.

A well-drafted policy helps everyone understand their responsibilities and keeps the focus on professionalism and respect.

Speak to an Employment Lawyer

If your company needs guidance on creating or enforcing a relationship policy, or if you’ve faced discipline because of a workplace relationship, it’s important to know your rights.

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.