Valentine’s Day spotlights workplace romance risks

On Valentine’s Day, HR consultancy Cream HR is urging organisations to reassess how they handle romantic relationships in the workplace, especially as data shows that office romances remain a widespread and often complex reality for modern employers.

A 2025 poll from People Management in partnership with Attest found that 39% of people have had a romantic relationship with a colleague at some point in their career. Yet many don’t know whether their employer has a written policy on workplace relationships, underscoring a gap in clarity and guidance for managers and teams.

Anthony Sutton, Managing Director at Cream HR, says that while workplace relationships are not inherently problematic, poor policy frameworks and inconsistent management responses can leave organisations exposed.

“Workplace relationships happen, that’s not the issue,” says Sutton. “The risk comes when organisations rely on informal judgement rather than clear, consistently applied policies. Perceived favouritism, unmanaged conflicts of interest and power imbalances are still some of the most common triggers for employee complaints.”

Cream HR notes that Valentine’s Day can bring workplace relationships into sharper focus, with visible displays of affection, gift-giving and increased awareness among colleagues. Without clear guidance, managers may struggle to respond appropriately, particularly when relationships involve reporting lines or decision-making authority.

“From an HR perspective, perception is critical,” Sutton explains. “Even where no favouritism exists, the belief that someone is receiving preferential treatment can undermine trust and engagement across a team.”

Relationships involving differences in seniority present particular challenges, with Cream HR highlighting the importance of addressing power dynamics and consent. Sutton stresses that employers should not assume good intentions are enough to mitigate risk.

“Power imbalances exist whether we acknowledge them or not,” he says. “HR teams need practical safeguards in place, such as removing line management responsibility or introducing third-party oversight, to protect both individuals and the organisation.”

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Cream HR advises employers to use Valentine’s Day as a prompt to:

• Review workplace relationship and conflict-of-interest policies
• Ensure disclosure processes are clear and proportionate
• Train managers to handle conversations confidently and consistently
• Address perceived favouritism proactively rather than reactively

“A balanced approach is key,” Sutton concludes. “Outright bans are rarely effective, but silence is equally risky. Clear boundaries, transparency and professional expectations remain the most effective way to manage workplace relationships.”