A viral video of a technology company’s chief executive officer and chief people officer appearing together on a stadium ‘kiss cam’ has renewed employer focus on how workplace relationships are managed and the risks they carry.
Shortly after the video circulated online last week, both senior leaders were placed on administrative leave and the CEO later resigned. While the nature of the relationship hasn’t been confirmed, the fallout is a cautionary tale for employers navigating workplace dynamics, particularly when power imbalances may be at play.
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Relationships involving a manager and subordinate can open the door to legal and reputational risk, especially if the relationship breaks down, wrote Daniel Wong, partner and chair of the employment and labour law practice group at WeirFoulds LLP, in an emailed statement to Benefits Canada. One party could allege constructive dismissal or workplace sexual harassment, he noted, both of which could expose the employer to liability.
Wong’s colleague, Seth Holland, a partner in the same practice group, added in the same statement that employers in Canada are legally allowed to require disclosure of workplace relationships through anti-nepotism or conflict-of-interest policies. “A clear policy should define what relationships are covered, when disclosure is required and what steps the employer may take — such as changing reporting relationships or reassigning work.”
While most companies have protocols for conflicts of interest, some don’t directly address romantic relationships. Experts say a lack of clear policy can make it harder for employers to respond fairly and consistently.
A workplace relationship policy should be practical and easy to follow, says Cissy Pau, principal consultant at Clear HR Consulting. “It should outline what qualifies as a relationship, when and to whom disclosure should be made and how confidentiality will be handled.”
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Absolute confidentiality can’t always be guaranteed, especially when legal obligations arise, she says. “But having a defined process in place can help reduce risk and support transparency.”
Relationship disclosure policies shouldn’t be viewed as punitive, she adds. “They’re about protecting the integrity of the workplace while treating employees with respect.”
As Slack messages, Zoom meetings and long work hours continue to blur professional boundaries, experts say romantic relationships in the workplace are increasingly common and increasingly complex. “Gone are the days you can live your life secretly — surveillance is everywhere,” says Pau.
Employers that proactively review and clarify their relationship policies are more likely to minimize risk and maintain workplace trust.