Category Archives: Update Policies

Romance and the workplace: should employers regulate?

Romance and the workplace: should employers regulate?

Recent studies indicate that one in five people met their significant other through work. This outranks online dating, introductions through mutual friends and meeting at a bar or club.
Therefore, when it comes to an employee’s right to a private life and the employer’s right to protect its business interests, it is crucial to adopt a balanced framework and accompanying policies. Such policies should express clearly that a company has no wish to interfere in the private lives of their employees, however it is necessary to ensure that all employees, regardless of their seniority or job title, act in an appropriate and professional manner at all times.
The impact of romantic relationships in the workplace varies, and although it may be argued in some cases that the success of a company can be measured by the success of these relationships. It is important to acknowledge the risks and dangers office relationships can have to the culture, performance and integrity of the business.
Employers face having to deal with an increase in personal relationships at work. Whether its personal spats invading a professional environment, pillow talk risking the confidential integrity of the business or the effects of divorce between staff members, it is pertinent for employers to implement relevant policies to protect business interests and effectively run their organisation.
Encouraging honest communication between an employee and employer is vital. Employers should establish with staff members their expectations that employees will keep their private and professional life separate to avoid the risk of relationships crossing over departments or individuals entering into relationships for their own professional gain, the company must consider the necessary safeguarding measures.
The initial precautionary step an employer can take, is to review the current staff handbook for any existing regulations concerning workplace relationships. In order to effectively manage any potential negative issues, employers may want to implement guidelines that employees must adhere to. For example, a company can require employees to notify and disclose an ongoing close relationship for which a relevant impact assessment can be carried out. This way the business is aware of the type of relationships that are developing, can manage the potential problems which may occur and identify what steps need to be taken to protect the business. In addition, an employer can apply policies which prohibit any romantic associations between staff.
The drafting of such policies should be tailored to the company’s needs and interests, with emphasis on the core fundamentals an employer expects of its staff. It should inform the individual that their conduct is to act appropriately and in the best interests of the company, without any impairment of their judgement or undue influence on their behaviour from their significant other. To maintain an honest and transparent relationship with the company to avoid any potential conflicts of interest. To act with integrity, therefore avoiding any preferential treatment between senior level staff and their juniors. Finally, to retain a professional manner in all dealings with and on behalf of the company, including their etiquette when communicating both internally and externally with their partner.
FG Solicitors are experts in all areas of Employment Law and HR and we can guide your business through any difficulties you may face like this one. Feel free to call us on 0808 172 9322 for a no obligation discussion.

Are Legal Highs a Workplace Issue?

DrugsSUMMARY: Use of legal highs has increased recently – how can employers manage this in the workplace?

The increase in the use of legal highs is now widely publicised.  Given this increase, the reality is that some employees may be at work under the influence.  This could present employers with two main problems: impaired employee performance; and serious health and safety implications for both the employer and the employee.

Whilst some employers may dismiss this issue on the basis it is unlikely to be a significant concern for them, the following points are worth noting when deciding whether to be proactive:

  1. Many so called “legal highs” are actually illegal.
  2. The drugs can have the same effects on users as some more traditional illegal substances.
  3. During 2014 in England, such drugs were implicated in 129 deaths.
  4. Legislation is currently going through Parliament to ban the supply of these drugs.

We would therefore recommend the following action points for employers:

  1. Update policies – consider how this issue can be covered in alcohol and drugs policies.  Employers should have clear rules about coming to work under the influence of drugs and alcohol and about taking drugs or drinking at work.  Legal highs can be treated in the same way as other drugs would be.  If policies are unclear, this is the time to update them.
  2. Remind – remind employees attending work under the influence of drugs that the use of legal highs at work is banned and ensure that they are aware of relevant policies and the potential sanctions for breaching these policies.
  3. Educate – educate staff and line managers on the signs of drug use, what to be aware of and the action they should take.

Contact Details

For more details about the issues in this employment law article or if you would like an alcohol and drugs policy please contact:

fgmedia@fgsolicitors.co.uk

+44 (0) 808 172 93 22

This update is for general guidance only and does not constitute definitive advice.