Love at Work: Navigating Risk, Power, and Policy | Honest HR
•February 11, 2026
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Why It Matters
Unaddressed workplace romances can generate costly lawsuits and toxic culture; proactive policies and training protect both employees and the bottom line.
Key Takeaways
- •Workplace romances are inevitable; HR must proactively manage risks.
- •Manager‑subordinate relationships require documented disclosures and possible reassignments.
- •Tailored policies outperform generic templates and avoid employee backlash.
- •Perceived favoritism can trigger retaliation claims even if romance consensual.
- •Ongoing training with realistic scenarios reinforces compliance and reduces gossip.
Summary
The Honest HR podcast tackles the legal and cultural fallout of workplace romances, emphasizing that these relationships are common and can quickly become liability hotspots for employers. Host Monique Akanbi and employment‑law specialist Jen Bets explore why HR must treat romance as a risk‑management issue rather than a casual perk, especially when power imbalances exist.
Key insights include a recent Shar survey showing nearly half of U.S. workers have dated a colleague, the heightened danger of manager‑subordinate pairings, and the necessity of formal disclosures, love contracts, and possible reporting‑line changes. The conversation also dissects the pros and cons of blanket romance policies, arguing that a one‑size‑fits‑all approach can backfire, while a customized framework delivers consistency, fairness, and legal protection.
Jen’s anecdotes illustrate real‑world stakes: perceived favoritism can spark retaliation or hostile‑work‑environment claims, and even unfounded rumors may trigger investigations. She outlines essential policy elements—clear prohibition of harassment, multiple reporting channels, annual reviews, and integration with broader anti‑harassment rules—and recommends scenario‑based, role‑play training tailored to each organization’s work model.
For HR leaders, the takeaway is clear: proactively design, document, and regularly refresh romance guidelines, train managers with realistic cases, and monitor workplace sentiment. Doing so mitigates litigation risk, preserves morale, and safeguards the organization’s reputation in an era where personal and professional lives increasingly intersect.
Original Description
Workplace romances are more common than many organizations realize, and even consensual relationships can carry serious legal and cultural risks. Jenn Betts, employment lawyer and office managing shareholder of Ogletree Deakins law firm, joins host Monique Akanbi, SHRM-CP, to unpack how power dynamics, perception, policy, and digital communication shape legal exposure — and what HR leaders can do to manage risk, respond to breakups, and foster a respectful workplace culture.
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