Shrm workplace-romance-findings

SHRM Survey Findings: Workplace Romance
September 24, 2013

• How common is workplace romance? One out of four (24%) employees reported they have been
or are currently involved in a workplace romance. Forty-three percent of HR professionals reported
current incidences of workplace romance at their organizations.
• Do organizations have a policy that addresses workplace romance? Overall, more than one-
half (54%) of organizations do not have a written or verbal policy that addresses workplace
romance. However, in 2013, twice as many organizations (42%) indicated having a written or verbal
policy as in 2005 (20%).
• What types of workplace romance are not permitted? Among organizations that have workplace
romance policies, almost all (99%) indicated that romance between a supervisor and a direct report
is not permitted, followed by romance between employees of a significant rank difference (45%)
and between employees who report to the same supervisor (35%). Consequences for breaking an
organization’s workplace romance policy vary depending on the type of workplace romance and the
rank of employees.
• What consequences have been applied to employees involved in a workplace romance? The
most frequently reported consequence was a transfer of an employee involved in a workplace
romance to another department (34%) and counseling (32%).
Workplace Romance Survey ©SHRM 2013 2
Key Findings

• Why is workplace romance not permitted? When it comes to workplace romance, organizations
are primarily concerned about real or perceived favoritism (84%), potential for claims of sexual
harassment (78%), and potential for retaliation (72%).
» Concerns about potential retaliation increased from 50% in 2005 to 72% in 2013. Concerns
about lowered productivity and about workplace romances being viewed as unprofessional
decreased from 52% and 58% in 2005 to 29% and 29% in 2013.
» In the past five years, 40% of organizations have received complaints of favoritism from co-
workers of those involved in a workplace romance; nearly one-fourth (23%) have received
claims of sexual harassment, and 22% have received complaints of retaliation.
• How is workplace romance revealed, and which departments are responsible for taking
action? Suspicions about workplace romance are generally revealed through office gossip (67%)
or through reports to the HR department (61%). Vast majority of organizations (89%) indicated that
the HR department is responsible for taking action when such suspicion or complaint comes to
light.
• What are HR professionals’ opinions about “love contracts”*? Only 5% of organizations ask
employees involved in a workplace romance to sign a “love contract.”* Although the majority (81%)
of HR professionals agree that love contracts can provide a forum for them to talk to employees
about appropriate and inappropriate workplace behavior, 75% view them as ineffective because
employees may be more likely to hide their romantic relationships.
Workplace Romance Survey ©SHRM 2013
3
Key Findings
*In this survey, a “love contract” refers to a document affirming that a workplace romantic relationship
is consensual, that employees involved will not engage in favoritism, and that neither will take any legal
action against the employer or each other if the relationship ends.

• With workplace romance on the rise, HR professionals may need to prepare for more issues related
to managing its impact. For many organizations, the first step is to draft a written policy; more than
twice as many organizations in 2013 were in the process of creating a written or verbal policy on
workplace romance compared with 2005 (42% in 2013 versus 20% in 2005).
• In some cases, HR professionals may need to work with their risk management and/or legal team
colleagues to identify risks involved with workplace romance. The consequences can include
damage to office morale as well as legal claims that result from the relationship in
question. Depending on the business, these risks will influence any written policies.
• Currently, most HR professionals deem a “love contract”—a document that affirms the relationship
and is signed by the couple involved in a workplace romance—as ineffective and say that it actually
encourages workers to hide the relationship from peers. But this approach may be revisited if the
impact of workplace romance is seen as too damaging.
What do these findings mean for the HR profession?

Incidence of Workplace Romance

Incidence of workplace romance
n = 405
Yes
43%
No
57%
HR professionals: Are you aware of any
current incidences of workplace romance
at your organization?
Employees: Have you ever been or are
you currently involved in a workplace
romance?
I have been
involved
before
21% I am
currently
involved
3%
No
76%
Note: n = 5,004 U.S. employees. Employee data were
collected from the 2013 Employee Job Satisfaction
and Engagement Survey.

In your opinion as an HR professional, have incidences of workplace
romance at your organization increased, stayed the same or decreased
in the past five years?
n = 299
12%
67%
21%
Increased
Stayed the same
Decreased

Which of the following types of workplace romance are most common at
your organization?
Note: n = 522. Percentages do not equal 100% due to multiple response options. Respondents were allowed to select up to three responses for this
question.
53%
32%
18%
16%
12%
8%
8%
Between employees in different departments
Between employees of the same rank
Between employees who are in the same department but
report to different supervisors
Between employees when one or both have significant others
Between employees who report to the same supervisor
Between a supervisor and a direct report
Between employees of a significant rank difference

Which of the following types of workplace romance are most common at
your organization? (continued)
Note: n = 522. Percentages do not equal 100% due to multiple response options. An asterisk (*) indicates that this response option was developed from
open-ended responses. Respondents were allowed to select up to three responses for this question.
8%
7%
5%
3%
4%
7%
Between employees who work on the same projects
Between an employee and a client/customer
Between an employee and a vendor
Between an employee of your organization and an
employee from a competitor organization
Other
*No workplace romance was observed

Policies on Workplace Romance

Does your organization have a policy that addresses workplace
romance?
Note: Percentages may not equal 100% due to rounding.
36%
6%
54%
5%
15%
5%
75%
3%
A written policy
A verbal policy
No written or verbal policy
Don’t know
2013 (n = 555)
2005 (n = 537)

Which of the following types of workplace romance are not permitted at
your organization?
Note: Percentages do not equal 100% due to multiple response options. Respondents whose organizations do not have written or verbal policies on
workplace romance were excluded from this analysis. An asterisk (*) indicates that this response option was only provided in the 2013 survey.
Types of workplace romance 2013 (n = 209) 2005 (n = 127) 2001 (n = 78)
Between a supervisor and a direct report 99% 80% 64%
Between employees of a significant rank difference 45% 16% 12%
Between employees who report to the same supervisor 35% 13% 15%
Between an employee and a client/customer 31% 13% 18%
Between employees who work on the same projects 25% 6% 12%
Between employees who work in the same department but
report to different supervisors
22% 24% 31%
Between an employee and a vendor 21% 4% 6%
Between employees in different departments 12% * *
Between an employee of our organization and an employee
from a competitor organization
11% 4% 4%

What consequences do employees face when a supervisor and his or
her direct report break your organization’s policy and are involved in a
workplace romance?
Note: Percentages do not equal 100% due to multiple response options. An asterisk (*) indicates that this response option was only provided in relation to
supervisors.
48%
44%
41%
40%
29%
26%
23%
22%
41%
29%
22%
51%
39%
12%
24%
Counseling
A formal written reprimand
Termination
A transfer to another department
within the organization
*Removal from supervisory position
A move to another position
within the department
Suspension
There are no official consequences
Supervisor (n = 281)
Direct report (n = 265)

What consequences do employees face when those of a significant rank
difference break your organization’s policy and are involved in a
workplace romance?
56%
48%
47%
32%
28%
25%
14%
17%
36%
42%
22%
16%
45%
33%
24%
Counseling
Termination
Suspension
A move to another position
within the department
*Demotion
Higher-ranking
employee (n = 104)
Lower-ranking
employee (n = 92)
Note: Percentages do not equal 100% due to multiple response options. An asterisk (*) indicates that this response option was only provided in relation to
higher-ranking employees.

What consequences do employees face when those who report to the
same supervisor break your organization’s policy and are involved in a
workplace romance?
Note: n = 98. Percentages do not equal 100% due to multiple response options.
56%
34%
33%
20%
18%
5%
27%
Counseling
Termination
Suspension
Other

In the past five years, which of the following consequences have been
applied to any of the employees involved in a workplace romance?
Note: Percentages do not equal 100% due to multiple response options. An asterisk (*) indicates that this response option was only included in the 2013 survey.
Consequences 2013 (n = 343) 2005 (n = 134) 2001 (n = 108)
A transfer to another department within the organization 34% 42% 55%
Counseling 32% 34% 30%
A formal written reprimand 21% 36% 31%
Termination 20% 27% 35%
A move to another position within the department 20% * *
A removal from a supervisory position 12% 7% 7%
Suspension 8% * *
Other 6% 18% 11%
None of the above 34% * *

Generally, how did employees involved in the romance react to the
consequences?
n = 219
80%
8%
3%
2%
7%
They accepted the decision
They did not accept the decision and
left the organization
took legal action against the
organization
appealed it
Other

Generally, how are suspicions or complaints about workplace romance
revealed at your organization?
n = 392
67%
61%
33%
25%
23%
3%
4%
Through gossip in the office
Reported to the HR department
Reported to the supervisor of those involved in
the romance
Reported anonymously (e.g., through
organization's ethics hotline)
Reported to the leader of the business unit
under which the romance occurred
Reported to the internal/external legal counsel
Other

If there is a suspicion or a complaint about a workplace romance between
employees at your organization, who is responsible for taking action?
n = 411
89%
39%
24%
8%
5%
4%
HR department
Supervisor of those involved in the
romance
Leader of the business unit under which
the romance occurred
Internal legal counsel
External legal counsel
Other

If there is a suspicion or a complaint about a possible workplace
romance between employees at your organization, what measures are
taken?
73%
60%
45%
32%
28%
23%
18%
7%
16%
58%
45%
47%
31%
33%
19%
13%
21%
25%
Talk to employees involved
Talk to the supervisor/leader of those involved
in the romance
Look for problematic behavior
Monitor conflict among co-workers
Monitor productivity of employees
Talk to co-workers of those involved in the
romance
Monitor correspondence between suspected
employees (e.g., e-mails, texts)
Support the relationship (e.g., allow common
vacations)
Nothing/no measures taken
Supervisor-direct
report romance
(n = 350)
Other types of
romance (n = 296)

Does your organization offer training to employees on how to manage
workplace romance?
Note: n = 389. Percentages may not equal 100% due to rounding.
10%
8%
81%
Yes, for all employees
Yes, for managers only
No

HR Opinions About Workplace Romance

Why is workplace romance not permitted at your organization?
Note: Percentages do not equal 100% due to multiple response options. An asterisk (*) indicates that this response option was only provided in the 2013
survey.
84%
78%
72%
57%
56%
47%
30%
77%
50%
44%
*Concerns about real or perceived favoritism by
co-workers of those involved in the romance
Potential for claims of sexual harassment
Potential for retaliation if the romance ends
*Potential for legal action taken against the organization
*Potential for inappropriate sharing of confidential
information between those involved in the romance
*Concerns about gossip/distraction among co-workers
Concerns about lowered morale of co-workers
of those involved in the romance
2013 (n = 312)
2005 (n = 103)

Why is workplace romance not permitted at your organization?
(continued)
survey.
30%
29%
29%
24%
19%
18%
6%
52%
58%
8%
*Concerns about lowered productivity of co-workers
of those involved in the romance
Concerns about lowered productivity of those
involved in the romance
Workplace romances are viewed as unprofessional
*Concerns about lowered employee engagement of
co-workers of those involved in the romance
*Concerns about public display of affection of
those involved in the romance
*Damage to organization's public image as a result
of exposed romance
Other
2013 (n = 312)
2005 (n = 103)

In the past five years, have any of the following occurred at your
organization as a result of a workplace romance between employees?
survey.
2013 (n = 327) 2005 (n = 472) 2001 (n = 468)
Gossip/distraction among co-workers 70% * *
Those involved in the romance got married or became
long-term partners
51% 62% 66%
Complaints of favoritism from co-workers of those involved in
the romance
40% 44% 46%
Divorce/ending of long-term relationship with significant other 30% * *
Decreased productivity by those involved in the romance 24% 26% 41%
Claims of sexual harassment 23% 19% 26%
Complaints of retaliation when the romance ended 22% 15% 26%
Inappropriate sharing of confidential information between those
20% * *
Decreased morale of co-workers of those involved in the
romance
18% 25% 24%
Complaints of stalking when the romance ended 17% 16% 19%

In the past five years, have any of the following occurred at your
organization as a result of a workplace romance between employees?
(continued)
survey.
2013 (n = 327) 2005 (n = 472) 2001 (n = 468)
Complaints from co-workers of those involved in the romance
about public display of affection
15% * *
Decreased productivity by co-workers of those involved in the
romance
14% * *
Decreased employee engagement of co-workers of those
13% * *
Legal action was taken against the organization 6% * *
Increased morale of co-workers of those involved
in the romance
6% 6% 7%
Increased employee engagement of co-workers of those
3% * *
Organization's public image was damaged as a result of
exposed romance
3% * *
Increased productivity by those involved in the romance 2% 5% 9%
Increase in workplace violence 2% 3% 4%
Increased productivity by co-workers of those involved in the
romance
1% * *
Other 5% 13% 10%

In your opinion as an HR professional, should employers have the right
to prohibit workplace romance between employees?
Note: n = 385. Percentages do not equal 100% due to rounding. More than one-half of respondents who selected “depends on the situation” indicated
that employers should have the right to prohibit workplace romances between a supervisor and a direct report.
Yes
32%
No
18%
Depends on the
situation
49%

In your opinion as an HR professional, which types of workplace
romance should be restricted and/or acted upon by organizations?
n = 398
95%
54%
44%
33%
33%
30%
24%
23%
17%
8%
4%
Romance between a supervisor and a direct report
Romance between employees of a significant
rank difference
Romance between an employee and a client/customer
Romance between an employee and a vendor
Romance between employees in the same department
Romance between employees who report to the
same supervisor
Romance between an employee of our organization and
an employee from a competitor organization
Romance between employees who work on
the same projects
Romance between employees who work in the same
department but report to different supervisors
Romance between employees in different departments
Other

Does your organization ask employees involved in a workplace romance
to sign a “love contract”?
n = 371
Yes
5%
No
95%
In this survey, a “love contract” refers to a document affirming that a workplace romantic relationship is
consensual, that employees involved will not engage in favoritism, and that neither will take any legal action
against the employer or each other if the relationship ends.

In your opinion as an HR professional, do you agree with the following
statements related to “love contracts”?
n = 290
41%
46%
49%
58%
61%
66%
75%
81%
59%
54%
51%
42%
39%
34%
25%
19%
Love contracts are effective in reducing perceived favoritism
by co-workers
Love contracts are not necessary and create additional
paperwork
Love contracts are an invasion of employees' privacy
Love contracts are effective in decreasing risk of sexual
harassment claims
Love contracts are effective in protecting the organization
against legal action
Love contracts put HR professionals in an awkward position
Love contracts are ineffective because employees may be
more likely to hide their romantic relationships
Love contracts provide a forum to talk to employees about
appropriate and inappropriate workplace behavior
Agree Disagree

Demographics

Demographics: Organization Industry
Percentage
Professional, scientific and technical services 18%
Health care and social assistance 16%
Manufacturing 15%
Government agencies 10%
Finance and insurance 10%
Educational services 7%
Retail trade 7%
Transportation and warehousing 7%
Information 6%
Construction 5%
Utilities 4%

Demographics: Organization Industry (continued)
Percentage
Accommodation and food services 3%
Mining, quarrying, and oil and gas extraction 3%
Religious, grant-making, civic, professional and similar organizations 3%
Wholesale trade 3%
Repair and maintenance 2%
Real estate and rental and leasing 2%
Administrative and support and waste management and remediation services 1%
Agriculture, forestry, fishing and hunting 1%
Arts, entertainment and recreation 1%
Personal and laundry services 1%
Other industry 5%

Demographics: Organization Sector
n = 385
52%
22%
15%
10%
1%
Privately owned for-profit
Nonprofit
Publicly owned for-profit
Government
Other

Demographics: Organization Staff Size
n = 384
24%
33%
21%
16%
6%
1 to 99 employees
100 to 499 employees
500 to 2,499 employees
2,500 to 24,999 employees
25,000 or more employees

n = 399
Demographics: Other
U.S.-based operations only 74%%
Multinational operations 26%
Single-unit organization: An organization in
which the location and the organization are
one and the same.
31%
Multi-unit organization: An organization that
has more than one location.
69%
Multi-unit headquarters determines HR
policies and practices
54%
Each work location determines HR policies
and practices
2%
A combination of both the work location and
the multi-unit headquarters determines HR
policies and practices
44%
Is your organization a single-unit organization or
a multi-unit organization?
For multi-unit organizations, are HR policies and
practices determined by the multi-unit headquarters,
by each work location or by both?
Does your organization have U.S.-
based operations (business units) only,
or does it operate multinationally?
n = 400
n = 283
Corporate (companywide) 64%
Business unit/division 15%
Facility/location 21%
n = 285
What is the HR department/function for
which you responded for throughout this
survey?

37
SHRM Survey Findings: 2013 Workplace Romance
• Response rate = 13%
• 384 HR professionals from a randomly selected sample of SHRM’s membership participated in this
survey
• Margin of error +/- 5%
• Survey fielded July 9-26, 2013
Survey Methodology
Workplace Romance Survey ©SHRM 2013

For more survey/poll findings, visit shrm.org/surveys
For more information about SHRM’s Customized Research
Services, visit shrm.org/customizedresearch
Follow us on Twitter @SHRM_Research
About SHRM Research
Project leader:
Yan Dong, research intern, SHRM Research
Project contributors:
Alexander Alonso, Ph.D., SPHR, vice president, SHRM Research
Evren Esen, manager, Survey Research Center, SHRM Research
Copy editor:
Katya Scanlan, SHRM Knowledge Center

The Society for Human Resource Management (SHRM) is the world’s largest
association devoted to human resource management. Representing more than
260,000 members in over 140 countries, the Society serves the needs of HR
professionals and advances the interests of the HR profession. Founded in 1948,
SHRM has more than 575 affiliated chapters within the United States and subsidiary
offices in China and India.
About SHRM

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