This template provides a basic structure for your fraternization policy. And it works as a starting point for building your company’s policy. We highly suggest adding, changing, or rearranging content to make it your own!
While we don’t want to say who you can and can’t date, we want to make sure that your personal relationships don’t affect our work culture. So, this policy goes over our expectations for office friendships and romances.
Plus, we’ll clearly point out where all the boundaries are so our workplace can remain comfortable and professional for everyone.
Our fraternization policy applies to all employees (including full-time, part-time, and contractors) in consensual relationships with a coworker.
Any non-consensual relationship (especially of a romantic or intimate nature) will not be tolerated under our sexual harassment policy.
Fraternization refers to both romantic and platonic personal relationships. But in this context, it specifically refers to any relationships between coworkers – both inside and outside the office.
Note: Discussions of unionizing do not fall under our fraternization policy and are always protected by law.
Here at [company name], we don’t want to say who you can and can’t have a relationship with. And we acknowledge your right to choose friends and partners.
However, we have a few rules and requirements to keep these relationships from negatively impacting our work in any way.
For example, personal relationships cannot:
If you start a personal relationship, we ask that you handle it as follows to prevent potential issues:
Please note: Discussions of unionizing are not considered fraternization and are always protected.
With that being said, we expect everyone at [company name] to respect their team member’s personal relationships – regardless of who they are with. As such, we will not tolerate any hostility, retaliation, or harassment, including any sexual “joke,” gossip, or unwelcomed comments. Should you experience or witness this behavior happen, please report it to [HR] as soon as possible.
As a simple rule: if you’re acting professionally, then your behavior is acceptable.
But more specifically, the following are examples of acceptable behaviors:
Meanwhile, the following are examples of unacceptable behavior:
Specific actions that are not allowed include:
Please note that these are not exhaustive lists, just examples. If your behavior becomes unacceptable or unprofessional, we will apply our usual [disciplinary action process] to resolve the issue. HR will handle these situations.
Generally speaking, you [may] date a manager whom you do not directly report to under any circumstance. However, in an attempt to avoid favoritism, potential sexual harassment, and abuse of authority, we do not [permit] any employee to date their direct manager.
Managers: If you begin dating an employee, you will need to [disclose your relationship to HR] right away. If the employee is a direct report, HR will [determine the next steps, which could include a transfer or other action].
If you are transferred because of your relationship, your pay and benefits will not be changed. You will also be protected from demotion and victimization.
If you are already married or in a long-term relationship, this section applies to you.
Your partner is more than welcome to apply to [company name]. And if they are the right fit for the position, we would love to have them on our team.
However, they cannot work [in your department/on your team]. And you cannot be part of the hiring process in any capacity. This could negatively impact our commitment to a fair hiring process and create a culture of favoritism.
You can, however, recommend your partner to a different department.
If we find that you hired your partner, we will transfer one of you to a different department. And disciplinary actions may be taken against anyone involved in the hiring process.
Chances are good you’ll naturally become friends with some of your coworkers. And we highly encourage nurturing these friendships with your peers – both inside and outside of work – because it improves trust, communication, and collaboration in the workplace.
But we do not allow friendships to negatively impact the work environment, such as:
To avoid these types of situations, we recommend that you:
Friendships with a manager or a higher-up can be a double-edged sword. On the one hand, it can increase trust, communication, and morale.
But, on the other hand, the lines of your professional relationship can become blurred. Friendships can confuse how the boss-employee dynamic should be, making things complicated. Such as letting bad behavior slip and playing favorites.
While we encourage a healthy relationship with your manager, we do not recommend fostering a friendship.
But our company policy does not prohibit manager-employee friendships – as long as they do not disrupt the workplace dynamic.
All this fraternization policy boils down to is openness. We recognize that we can’t stop you from fostering relationships with your teammates. And we don’t intend to.
All we’re trying to do is get ahead of any negative consequences personal relationships might have on our workplace. Such as gossip or resentment.
And we simply expect that everyone is open about their relationships with their colleagues. That doesn’t mean you need to share more than you’re comfortable with. But we won’t tolerate lying or actively withholding the information either.
If you have any questions about these expectations, feel free to ask [HR].
We understand that trust is a 2-way street. And that we can’t expect you to be honest if we aren’t.
So, to help hold us accountable, our company is responsible for:
Managers are expected to follow all of the anti-discrimination guidelines when it comes to reprimanding a couple. In a situation where a homosexual and a heterosexual couple break the same rules, and no other circumstances differ, both should face the same disciplinary action.
Have a question about this policy? Reach out to [HR contact].
Thousands of growing companies, including those who’ve shared their stories here, are streamlining their processes, simplifying SOPs, and making onboarding and training a breeze with Trainual.
