Shrm workplace-romance-findings update

SHRM Survey Findings: Workplace Romance

September 24, 2013

Key Findings

• 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 onehalf (54%) of organizations do not have a written or verbal policy that addresses workplace
romance. However, in 2013, an increasing number of organizations (42%) indicated having a
written or verbal policy compared with 2005 (25%).
• 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 coworkers 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.
*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.

3

What do these findings mean for the HR profession?

• 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
organizations in 2013 have a written or verbal policy on workplace romance compared with 2005
(42% in 2013 versus 25% 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.


4

Incidence of Workplace Romance


5

Incidence of workplace romance

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%

Yes
43%

No
57%

I am
currently
involved
3%

No
76%

n = 405

Note: n = 5,004 U.S. employees. Employee data were
collected from the 2013 Employee Job Satisfaction
and Engagement Survey.


6

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?

Increased

12%

Stayed the same

Decreased

67%

21%

n = 299

7

Which of the following types of workplace romance are most common at
your organization?

Between employees in different departments

53%

Between employees of the same rank

32%

Between employees who are in the same department but
report to different supervisors

18%

Between employees when one or both have significant others

16%

Between employees who report to the same supervisor

12%

Between a supervisor and a direct report

8%

Between employees of a significant rank difference

8%

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.

8

Which of the following types of workplace romance are most common at
your organization? (continued)

Between employees who work on the same projects

8%

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

7%

5%

3%

4%

7%

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.

9

Policies on Workplace Romance


10

Does your organization have a policy that addresses workplace
romance?

36%
A written policy
18%
6%
A verbal policy

2013 (n = 555)

7%

2005 (n = 491)
54%
No written or verbal policy
72%

Don’t know

5%
2%

Note: Percentages may not equal 100% due to rounding.

11

Which of the following types of workplace romance are not permitted at
your organization?

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%

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.

12

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?

48%

Counseling

41%
44%

A formal written reprimand

29%
41%

Termination

22%
40%

A transfer to another department
within the organization

51%
29%

*Removal from supervisory position

Supervisor (n = 281)
26%

A move to another position
within the department
Suspension

There are no official consequences

Direct report (n = 265)
39%

23%
12%
22%
24%

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.

13

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%


36%
48%

Counseling

42%
47%

Termination
Suspension

22%
32%
16%
28%


45%
25%

A move to another position
within the department
*Demotion


33%

Higher-ranking
employee (n = 104)
Lower-ranking
employee (n = 92)

14%
17%
24%

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.

14

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?


56%


34%

Counseling

33%

Termination

20%

Suspension

Other

18%

5%


27%

Note: n = 98. Percentages do not equal 100% due to multiple response options.

15

In the past five years, which of the following consequences have been
applied to any of the employees involved in a workplace romance?

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%


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%

*

*

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.

16

Generally, how did employees involved in the romance react to the
consequences?

They accepted the decision

80%

They did not accept the decision and
left the organization

8%

took legal action against the
organization

3%

appealed it

2%

Other

7%

n = 219

17

Generally, how are suspicions or complaints about workplace romance
revealed at your organization?

Through gossip in the office

67%

Reported to the HR department

61%

Reported to the supervisor of those involved in
the romance

33%

Reported anonymously (e.g., through
organization's ethics hotline)

25%

Reported to the leader of the business unit
under which the romance occurred
Reported to the internal/external legal counsel
Other

23%
3%
4%

n = 392

18

If there is a suspicion or a complaint about a workplace romance between
employees at your organization, who is responsible for taking action?

HR department

89%

Supervisor of those involved in the
romance

39%

Leader of the business unit under which
the romance occurred
Internal legal counsel

24%

8%

External legal counsel

5%

Other

4%

n = 411

19

If there is a suspicion or a complaint about a possible workplace
romance between employees at your organization, what measures are
taken?

73%

Talk to employees involved

58%

Talk to the supervisor/leader of those involved
in the romance

60%
45%
45%
47%

Look for problematic behavior
Monitor conflict among co-workers

32%
31%

Monitor productivity of employees

28%
33%

Talk to co-workers of those involved in the
romance

23%
19%

Monitor correspondence between suspected
employees (e.g., e-mails, texts)
Support the relationship (e.g., allow common
vacations)
Nothing/no measures taken

18%
13%

Supervisor-direct
report romance
(n = 350)
Other types of
romance (n = 296)

7%
21%
16%
25%


20

Does your organization offer training to employees on how to manage
workplace romance?

Yes, for all employees

Yes, for managers only

No

10%

8%

81%

Note: n = 389. Percentages may not equal 100% due to rounding.

21

HR Opinions About Workplace Romance


22

Why is workplace romance not permitted at your organization?

84%

*Concerns about real or perceived favoritism by
co-workers of those involved in the romance

78%

Potential for claims of sexual harassment

77%
72%

Potential for retaliation if the romance ends

50%
57%

*Potential for legal action taken against the organization

2013 (n = 312)
2005 (n = 103)

56%

*Potential for inappropriate sharing of confidential
information between those involved in the romance
47%

*Concerns about gossip/distraction among co-workers
Concerns about lowered morale of co-workers
of those involved in the romance

30%
44%

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.

23

Why is workplace romance not permitted at your organization?
(continued)

30%

*Concerns about lowered productivity of co-workers
of those involved in the romance

29%

Concerns about lowered productivity of those
involved in the romance

52%
29%

Workplace romances are viewed as unprofessional

58%
24%

*Concerns about lowered employee engagement of
co-workers of those involved in the romance

2013 (n = 312)
2005 (n = 103)

19%

*Concerns about public display of affection of
those involved in the romance

18%

*Damage to organization's public image as a result
of exposed romance
Other

6%
8%

survey.

24

In the past five years, have any of the following occurred at your
organization as a result of a workplace romance between employees?

2013 (n = 327)

2005 (n = 472)

2001 (n = 468)

70%

*

*

51%

62%

66%

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%

20%

*

*

18%

25%

24%

17%

16%

19%

Gossip/distraction among co-workers
Those involved in the romance got married or became
long-term partners
Complaints of favoritism from co-workers of those involved in
the romance

Inappropriate sharing of confidential information between those
Decreased morale of co-workers of those involved in the
romance
Complaints of stalking when the romance ended

survey.

25

In the past five years, have any of the following occurred at your
organization as a result of a workplace romance between employees?
(continued)

2013 (n = 327)

2005 (n = 472)

2001 (n = 468)

15%

*

*

14%

*

*

13%

*

*

6%

*

*

6%

6%

7%

3%

*

*

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%

Complaints from co-workers of those involved in the romance
about public display of affection
Decreased productivity by co-workers of those involved in the
romance
Decreased employee engagement of co-workers of those
Legal action was taken against the organization
Increased morale of co-workers of those involved
in the romance
Increased employee engagement of co-workers of those
Organization's public image was damaged as a result of
exposed romance

survey.

26

In your opinion as an HR professional, should employers have the right
to prohibit workplace romance between employees?

Yes
32%
Depends on the
situation
49%

No
18%

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.

27

In your opinion as an HR professional, which types of workplace
romance should be restricted and/or acted upon by organizations?

Romance between a supervisor and a direct report

95%

Romance between employees of a significant
rank difference

54%

Romance between an employee and a client/customer

44%

Romance between an employee and a vendor

33%

Romance between employees in the same department

33%

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

30%
24%
23%
17%
8%
4%

n = 398

28

Does your organization ask employees involved in a workplace romance
to sign a “love contract”?

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.

Yes
5%

No
95%

n = 371

29

In your opinion as an HR professional, do you agree with the following
statements related to “love contracts”?

Love contracts provide a forum to talk to employees about
appropriate and inappropriate workplace behavior

81%

Love contracts are ineffective because employees may be
more likely to hide their romantic relationships

75%

Love contracts are effective in protecting the organization
against legal action

34%

61%

Love contracts are effective in decreasing risk of sexual
harassment claims

58%
49%

Love contracts are an invasion of employees' privacy
Love contracts are not necessary and create additional
paperwork

Agree

25%

66%

Love contracts put HR professionals in an awkward position

Love contracts are effective in reducing perceived favoritism
by co-workers

19%

46%
41%

39%

42%
51%
54%
59%

Disagree

n = 290

30

Demographics


31

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%


32

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%


33

Demographics: Organization Sector

Privately owned for-profit

52%

Nonprofit

22%

Publicly owned for-profit

15%

Government

Other

10%

1%

n = 385

34

Demographics: Organization Staff Size

1 to 99 employees

24%

100 to 499 employees

33%

500 to 2,499 employees

21%

2,500 to 24,999 employees

25,000 or more employees

16%

6%

n = 384

35

Demographics: Other

Does your organization have U.S.based operations (business units) only,
or does it operate multinationally?
U.S.-based operations only

Multinational operations

74%%

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%

n = 400

n = 399

What is the HR department/function for
which you responded for throughout this
survey?
Corporate (companywide)

64%

Business unit/division

15%

Facility/location

21%

n = 285

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?
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%

n = 283


36

SHRM Survey Findings: 2013 Workplace Romance

Survey Methodology
• 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


37

About SHRM Research

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

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


38

About SHRM

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.


39

Shrm workplace-romance-findings update

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