Workplace relationships policy template
A free, ready-to-edit workplace relationships policy template for Australian businesses. Manage disclosure, conflicts of interest and professional conduct fairly — protecting both your people and your business without overreaching into private lives. No signup required.
Workplace relationships policy
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By downloading, you agree to our template disclaimer
This workplace relationships policy template reflects Australian employment and anti-discrimination standards at the time of publication and is provided as a general guide to adapt for your business. It does not constitute legal, HR, or professional advice and should not be relied on as a substitute for advice specific to your business, workforce, or circumstances.
Why your workplace needs a relationships policy
A workplace relationships policy protects your business by preventing conflicts of interest, favouritism and harassment. It typically asks employees to confidentially disclose intimate or familial relationships with colleagues, sets clear boundaries, and manages situations where one person could influence another’s pay, promotion or workload.
The goal isn’t to ban relationships — in fact, outlawing all office relationships can breach discrimination laws around marital status and lawful sexual activity. A well-drafted policy regulates the behaviour and the conflict, not the relationship itself. It clarifies expectations, minimises favouritism, and protects the business against unfair dismissal and harassment claims. It works alongside your conflict of interest policy and harassment & bullying policy.
Store the policy and capture acknowledgements in your HR software so disclosures are handled consistently and confidentially.
What a workplace relationships policy should cover
The key elements of a fair, practical policy
Disclosure
Confidentially disclosing intimate or familial relationships that create a conflict.
Conflict of interest
Managing situations where one partner can influence the other's role.
Professional conduct
Maintaining professional behaviour, with no displays of affection at work.
Harassment & boundaries
Clear boundaries to prevent sexual harassment and handle break-ups.
Reporting lines
Reassigning or altering reporting lines where a direct relationship exists.
Fair, lawful approach
Regulating conduct and conflict — not banning relationships outright.
What's included in this template
A complete, fair framework for managing workplace relationships
Purpose & scope
Why the policy exists and who it applies to.
Disclosure requirements
When and how to disclose a relationship to HR or management.
Conflict-of-interest management
Reassigning roles or reporting lines where needed.
Professional conduct
Expected behaviour during work hours.
Harassment & boundaries
Preventing sexual harassment and handling relationship breakdowns.
Confidentiality
How disclosures are kept private and handled sensitively.
Roles & responsibilities
What employees, managers and HR must do.
Review & acknowledgement
Policy maintenance and employee sign-off.
Regulating conduct, not relationships
A lawful, fair approach to a sensitive issue
Require disclosure, not permission
Ask employees to confidentially disclose an intimate or familial relationship with a colleague — particularly where it creates a conflict of interest. Disclosure lets you manage the conflict; it isn’t about seeking approval for the relationship.
Don't ban relationships outright
Banning all workplace relationships can breach discrimination laws relating to marital status and lawful sexual activity. A targeted policy regulates the behaviour and the conflict — such as direct reporting lines — rather than the relationship itself.
Managing a disclosed relationship
Disclose
The employee confidentially informs HR or management.
Assess conflict
Check whether one person can influence the other's pay or role.
Adjust reporting
Reassign duties or reporting lines to remove the conflict.
Maintain conduct
Professional behaviour at work, no public displays of affection.
Most cultures permit relationships between colleagues in different teams, provided they’re disclosed and don’t affect supervisory lines. Direct manager–report relationships are usually not allowed without an adjustment.
Set out clearly how grievances are handled if a relationship ends, to prevent it becoming a source of harassment or conflict. Handling disclosures confidentially and managing conflicts consistently protects both your people and your business.
Who should use this template?
Any workplace where colleagues work closely together
Especially valuable where managers and reports, or family members, may work in the same team.
Compliance resources
Official guidance on conflicts of interest and conduct at work.
Handle disclosures confidentially
RosterElf helps Australian businesses store policies, capture employee acknowledgements at onboarding and keep sensitive HR records secure — all in one place.
Related guides
Manage conflicts and conduct fairly
Related templates
Round out your conduct framework
Workplace relationships policy FAQ
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A workplace relationships policy sets out how the organisation manages intimate or familial relationships between colleagues. It generally requires confidential disclosure where there’s a conflict of interest, establishes professional-conduct boundaries, and manages situations where one person could influence another’s pay, promotion or workload — protecting the business from favouritism and harassment claims.
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Generally no — banning all workplace relationships can breach discrimination laws relating to marital status and lawful sexual activity. The better approach is a targeted policy that regulates the behaviour and the conflict of interest (such as direct reporting lines) rather than prohibiting the relationship itself.
Before you download
General information only — not legal advice
This document is a general HR template provided for informational purposes only. It is not legal advice and may not reflect the latest changes in legislation or apply to every workplace situation. RosterElf Pty Ltd and the template provider accept no liability for any loss arising from reliance on this document. Users should seek independent legal advice and customise the template to ensure it complies with all relevant laws, awards and workplace requirements.