Workplace Relationships policy template
A practical policy for managing personal relationships at work including romantic relationships between colleagues. Covers disclosure requirements, conflicts of interest and professional boundaries.
Workplace relationships policy
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Why manage workplace relationships?
Personal relationships in the workplace are common and often unavoidable — people spend significant time at work and naturally form connections. A Workplace Relationships policy isn't about banning relationships, but managing them appropriately.
Problems arise when relationships aren't disclosed, particularly when one person has influence over the other's employment. This can create perceptions of favouritism, conflicts of interest, and in worst cases, harassment claims if a relationship ends badly.
A clear policy protects everyone: it gives employees a framework for disclosure, protects the business from claims of unfair treatment, and ensures workplace decisions remain objective and merit-based. HR software can help you maintain confidential disclosure records and track policy acknowledgements.
Types of relationships covered
Personal connections that may require disclosure
Romantic relationships
Dating, marriages or de facto relationships between colleagues.
Family connections
Working with relatives, in-laws or extended family members.
Close friendships
Pre-existing friendships that may affect professional judgement.
Reporting line relationships
Relationships where one person supervises or influences the other's employment.
Business partnerships
External business interests shared with colleagues.
Former relationships
Past romantic relationships that may still affect the workplace.
What's included in this template
A practical framework for managing workplace relationships
Purpose & principles
Why managing workplace relationships protects everyone involved.
Scope & definitions
What relationships are covered and when disclosure is required.
Disclosure requirements
When and how to declare workplace relationships.
Reporting line relationships
Special rules for relationships involving supervision or influence.
Management strategies
How disclosed relationships are assessed and managed.
Professional boundaries
Expected conduct when relationships exist in the workplace.
Confidentiality
How disclosures are handled with appropriate privacy.
Consequences of non-disclosure
Outcomes for failing to declare relationships.
Review & acknowledgement
Policy maintenance and employee sign-off.
Managing reporting line relationships
The most sensitive workplace relationships are those where one person has influence over the other's employment — supervising, approving leave, conducting performance reviews, or making decisions about pay or promotion.
- Mandatory disclosure
Relationships must be disclosed before or as soon as influence exists
- Remove the influence
Restructure reporting lines so the relationship doesn't affect employment decisions
- Independent decision-making
Another manager handles performance reviews, pay decisions and disciplinary matters
- Documentation
Record the relationship and management arrangements for transparency
Who should use this template?
This template is valuable for businesses across all industries
Legal disclaimer
This template is designed to reflect Australian workplace standards and Fair Work principles at the time of publication. It is provided as a general guide only and does not constitute legal advice.
You should review and tailor this template to suit your business, industry, modern award, enterprise agreement and specific workplace circumstances. For complex situations or disputes, seek independent legal or HR advice.
Regulatory sources
This template is aligned with Australian employment and workplace standards.
Ready to manage workplace relationships fairly?
Download our Workplace Relationships policy template and create clear guidelines for personal connections at work.
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Workplace relationships policy FAQ
- Yes. This template provides a solid foundation, but you should tailor it to reflect your specific workplace, industry requirements, and any applicable modern award or enterprise agreement. Consider your business size, the nature of work performed, and any industry-specific regulations.
- Distribute the policy during onboarding for new employees and via email or team meetings for existing staff. Have employees sign an acknowledgement form confirming they have read and understood the policy. Using HR software with policy management can automate tracking of acknowledgements.
- Yes. Employers can require disclosure of relationships that may create conflicts of interest, particularly where one person supervises another. However, policies cannot unreasonably interfere with personal lives. Focus on managing conflicts and maintaining professional boundaries rather than prohibiting relationships.
- The relationship should be disclosed immediately. Typically, reporting lines need to change so the supervisor no longer makes decisions about the other person's pay, performance, or employment. This protects both individuals and the organisation from real or perceived favouritism. Learn more about handling workplace complaints that may arise.
- Usually only if your roles interact in ways that could create conflicts — for example, if you make decisions affecting their budget, projects, or career progression. Check your policy for specific disclosure triggers. When in doubt, disclose to HR confidentially.
Related guides
Learn more about implementing this policy
Related templates
Complement your Workplace Relationships policy with these related documents
Conflict of interest policy
Managing conflicts between personal interests and work duties.
View templateHarassment & bullying policy
Prevention and reporting of workplace harassment and bullying.
View templateCode of conduct policy
Comprehensive policy covering all aspects of workplace conduct.
View templateDisclaimer
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.