It’s a question worth asking, because in my work with small business clients, I’ve seen first-hand how complicated things can get when workplace romance mixes with reporting lines.
A real-world story from my clients
One client had a manager in a relationship with a team member who reported directly to them. Both adults, both consenting. But the problem wasn’t the relationship itself , it was the impact on the rest of the team.
Suddenly, colleagues started to question:
- Was that promotion fair?
- Is feedback biased?
- Are decisions really objective?
The atmosphere changed. Morale dipped. Whispers started. What was once a strong team culture began to feel divided. And what if the relationship turns sour?
How bigger companies manage it
In larger organisations, there are options. You can:
- Change reporting lines.
- Move one person into a different team.
- Use formal HR structures to oversee decisions.
But if you’re a small business, those options may not exist. You can’t magic up a new department or spare manager just to make the reporting line work.
Why most small businesses don’t have a policy (yet)
Here’s the thing: most small businesses don’t have a workplace relationship policy. And that’s completely normal. You’re focused on sales, clients, and keeping things running day to day. Unless an issue pops up, this won’t be top of the list.
But when it does happen, not having something in place can make things much harder to manage. Even a short, simple statement about how workplace relationships are handled can help you:
- Remove grey areas.
- Set clear expectations.
- Show fairness and consistency if issues arise.
And the good news? A policy doesn’t need to be complicated or full of legal jargon.
Takeaway from the Nestlé case
The Nestlé case shows us one clear truth: workplace relationships happen, but secrecy is where things unravel. For small businesses, the risk is magnified because you don’t have the luxury of multiple managers, HR departments, or different office locations to smooth things over.
My advice to business owners
- Don’t panic if you don’t already have a policy, most businesses don’t.
- Do think about adding a simple framework before you need it.
- Always deal with situations fairly, openly, and consistently.
Workplace romances aren’t going away. But with the right approach, they don’t have to damage your culture, your team, or your business.
Want help creating a simple workplace relationship policy?
I support small businesses with practical, tailored HR solutions. Get in touch today to put something in place that protects your business without overcomplicating things.
