What is Employee Fraternization Policy?

Having a healthy employee dating policy to provide a framework for acceptable behavior and protect the company (and its workforce) against problems is critical. employee fraternization policy should form an important component of your company culture and be understood by everyone on your team.

Most companies might prefer their employees not to date each other. This is to avoid workplace problems and avoid the risk of things going bad if the relationship breaks down. Broad bans on dating colleagues rarely function any meaningful intent other than to encourage couples to keep things masked if they find love in the office.

However, having an employee fraternization handbook sample within your company or organization can help provide clarity, guidance, and interoffice dating boundaries among colleagues. It can ensure that relationships don’t harm the participants themselves, their other colleagues, or the company as a whole.

In This Policy, You Will Get:

  • Purpose and Scope of the policy.
  • Dating at workplace definition and rules.
  • Acceptable and unacceptable behavior by the employee who is in a relationship with the colleague.
  • Action taken by the company against the employee in case of breach of any provisions in the policy.
  • Commitments of the Company towards the employees.

Employee Fraternization Policy Template Sample

“Name of the Company’s” fraternization policy lays out the rules for employees involved in personal relationships. In the absence of regulations and norms, romantic relations between coworkers can adversely impact our workplace culture. Therefore, this policy will impose constraints to control employees forming relationships.

Purpose

This policy helps ensure that workers work in a safe and professional environment. In addition, because they spend more time at the office, professional relationships may turn into romantic. To control the effect of such connections, this policy is developed.

Scope

This policy applies to all the employees of “Name of the Company” regardless of gender or sexual orientation, authority, department, or responsibility.

Dating in the Workplace

Dating coworkers can be problematic for many reasons if not handled appropriately. For example, when coworkers are dating, they may spend more time talking than working. In addition, employee conflicts or breakups might disrupt the work environment.

To avoid this, employees should:

  • Inform HR about their relationship with a coworker.
  • Not talk about personal problems at the workplace.
  • Take advice from “Name or Professional Title of the Person”.
  • Maintain professionalism.

Unacceptable Behavior

At the workplace, employees who are in a relationship should possess appropriate and professional behavior. Any activity that offenses and distracts other employees, interrupts operations, and reduces productivity is considered improper.

Any employee in a relationship should avoid the following actions.

  • Argue during the working hours.
  • Kiss and touch inappropriately among workers.
  • Exchange non-work-related messages or calls during business hours.
  • Discuss personal matters which may be uncomfortable to others.

Acceptable Behavior

The company believes that a partner’s existence at the workplace is difficult to neglect. In that case, the following actions are considered acceptable.

  • Exchange of a short non-work-related chat.
  • Discussing schedules during lunch/break time.
  • Traveling together.

Actions against Fraternization

Employees acting up will be held accountable and face consequences that can be as serious as termination of employment.

“Name of the Company” does not entertain and encourage any victimization such as gossip, inappropriate jokes or comments, etc., against employees due to any reason. The company also expects employees to report such behavior to HR.

Company’s Commitment

As an official establishment, we anticipate employees to obey this policy. Similarly, we will be responsible for the following.

  • Enforce fraternization policy at all organizational levels.
  • Ensure employees’ freedom and rights.
  • Examine every situation to make the decision.
  • Avoid partial behavior, victimization, violence, discrimination.

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