What is the purpose of this policy?

The purpose of this Workplace Relationships Policy is to provide clear guidance around personal relationships in the workplace.

While friendships, familial ties and romantic involvement are not prohibited, they may give rise to conflicts of interest, perceptions of favouritism, or workplace disruption.

This policy seeks to balance respect for personal privacy with the need to maintain professionalism and protect the reputation of the company.

Key Policy Objectives

Having a clear Workplace Relationships Policy in place:

• helps reduce the risk of conflicts of interest and inappropriate influence in decision-making;
• provides clarity for employees on disclosure requirements and expected standards of conduct;
• safeguards the company’s reputation with clients, customers, and third parties; and
• ensures the workplace remains respectful, collegial and productive for all workers.

Who can use this policy?

Any Employer can use this policy.

Who is covered by this Workplace Relationships Policy?

All workers are covered by this Workplace Relationships Policy, including employees, contractors, labour hire workers, apprentices, trainees, and volunteers.

This Policy does not form part of any contract of employment or engagement and does not impose contractually binding obligations.

Considerations for employers

Employers should ensure that any declared relationship is handled with sensitivity and confidentiality, while implementing reasonable measures to address risks such as changes to reporting lines or reassignment of duties.

Employers should consider the flexibility needed to respond to different circumstances but also act consistently to avoid perceptions of discrimination or unfair treatment.

Considerations for employees/workers

Workers should disclose relationships as required by the policy to Human Resources or a designated manager. Professional conduct must be maintained at all times, including avoiding public displays of affection, managing boundaries, and ensuring the relationship does not interfere with workplace duties or morale.

Does this policy require consultation with employees prior to adoption?

This policy may not legally require consultation with employees before implementation. However, as a matter of best practice, consultation is recommended to ensure transparency, promote understanding, and encourage compliance.

Always check the relevant modern award(s) or enterprise agreement to confirm if consultation is required before implementing or amending this policy.

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Note: This guidance is for informational purposes only and should be customized to your specific workplace requirements and legal obligations before implementation.