Workplace Relationships in Canada: What Employees and Employers Need to Know
Workplace relationships are a fact of modern life. Between long hours, collaboration, and shared goals, it’s no surprise that many Canadians meet their partners at work. But while office romances can feel personal, they can also raise serious professional and legal issues — especially when power dynamics or conflicts of interest come into play.
This guide explains what you need to know about dating in the workplace, including your rights, risks, and how employers should handle romantic relationships between staff.
Can You Date a Coworker in Canada?
Yes — in most cases, dating a coworker isn’t illegal in Canada. There are no laws that outright prohibit employees from having relationships with one another. However, the situation changes when that relationship affects the work environment.
For example:
- If one person manages or supervises the other, the relationship can raise concerns about favouritism, harassment, or conflicts of interest.
- If the relationship ends badly, the fallout can disrupt the workplace or lead to complaints.
- In some industries (like education, healthcare, or public service), there may be specific professional codes of conduct that restrict relationships.
💡 Key Takeaway: While dating a colleague isn’t illegal, how you handle it matters. Employers have the right to set policies to protect the workplace and prevent liability.
Consensual vs. Inappropriate Workplace Relationships
A consensual workplace relationship means both employees freely agree to the relationship without pressure, coercion, or fear of reprisal. These relationships are generally acceptable when they:
- Don’t interfere with professional duties
- Don’t involve a manager-subordinate dynamic
- Are disclosed according to company policy
An inappropriate relationship typically involves:
- A power imbalance (such as between a manager and direct report)
- Unwanted attention or coercion
- Situations that could create bias or harassment complaints
Even if a relationship begins consensually, it can become problematic if one person later feels pressured or disadvantaged.
Why Employers Create Workplace Relationship Policies
Employers have legitimate reasons for introducing workplace relationship policies. These aren’t meant to punish romance — they’re designed to reduce risk and maintain fairness.
Common goals of such policies include:
- Preventing sexual harassment or conflicts of interest
- Protecting company reputation and productivity
- Clarifying when disclosure is required
- Providing guidance for HR to manage potential disputes
For example, a company might require employees in a relationship to:
- Disclose it to HR or management
- Avoid reporting lines or direct supervision
- Sign a consensual relationship agreement
These measures protect both the employer and the individuals involved.
What Should a Workplace Relationship Policy Include?
A well-drafted policy helps everyone understand their rights and obligations. At minimum, it should include:
- Disclosure rules: When and how employees should report a relationship
- Confidentiality: Assurance that disclosures will be handled discreetly
- Conduct expectations: Guidance on professional behaviour at work
- Conflict management: How HR will handle reporting lines or performance reviews
- Consequences: What happens if policies are violated
💡 Tip: Policies should apply equally to all employees — regardless of gender, orientation, or role — to avoid discrimination claims.
When Relationships Lead to Problems
Even well-intentioned relationships can lead to issues. Common problems include:
- Harassment complaints after a breakup
- Resentment or gossip among colleagues
- Accusations of favoritism or retaliation
- Decreased morale or productivity
If you’re in a workplace relationship that’s causing tension or you’ve been disciplined, or terminated without cause or for cause because of one, you have rights. Employers must still follow employment laws and respect your privacy and human rights.
The Bottom Line
Romantic relationships at work are not illegal — but they’re rarely simple. The key is transparency, professionalism, and awareness of your company’s policies.
If your relationship at work has led to unfair treatment, harassment allegations, or termination, it’s important to speak to an experienced employment lawyer before taking action.
Speak to an Employment Lawyer
If your employer is citing cause, questioning a relationship, or withholding severance, you don’t have to accept their decision.
Samfiru Tumarkin LLP — Canada’s most positively reviewed employment law firm — has represented over 50,000 clients nationwide.
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
- ⭐ Earned 3,000+ 5-star Google reviews
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Call 1-855-821-5900 or request a consultation online.
You must go through your union. By law, employment lawyers can’t represent unionized employees.
About the Author
Lior Samfiru
Lior Samfiru is a Founding Partner at Samfiru Tumarkin LLP and the Practice Leader of the firm’s Labour & Employment Law Group. Known for his advocacy and success representing both employees and employers, Lior exclusively serves clients in Ontario, where his extensive experience has made him one of Canada’s most sought-after employment lawyers.
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