More workplaces are starting to use “Love Contracts.” What are they? They’re the equivalent to pre-nuptials that create legal protection for your employer should an office romance go sour.

Personally, I think it’s a healthy thing for employers to use, and it sets equally healthy boundaries for those in the romance, as well. For example – if a supervisor is dating a subordinate, a love contract lays out all the legal issues in black and white: A relationship exists. It is consensual. And should the relationship go bad, nobody will file any harassment or hostile work environment claims.

However, while I see a lot of good coming from such a “contract,” they’re bound to encounter their share of problems.

First – the employee handbooks at these companies are being re-written to state any office romance must be reported to HR.  Ummmm….  Welllllll …. Enter the first issue, please:

What if one or both of the parties are already married?

Enter the next issue, please:

What if the ‘romance’ involves two people of the same gender?

All sorts of perspectives and possibilities could be argued. Example: If the romance existed and was not reported to HR, could a company say any harassment would automatically be voided? (Personally, I think this is a good solution to the first two issues I mentioned.)

What about employees who are in a supervisor / subordinate role with each other at work? What needs to be in place to ensure a romance partner doesn’t get preferential treatment?

I’m hoping all the possibilities work themselves out, because I think this idea — which first appeared a couple of years ago — is a good idea, and I’m glad to see it gaining momentum.

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Filed in Work, Opinion, Workplace, Corporate Culture, Office Romance