They can not only affect productivity but can also be the basis for bigger problems. Unfortunately, some of these romances can turn into sexual harassment claims against your company when one person wants to end the relationship and the other does not. Claims of sexual harassment are one of the fastest-growing areas of litigation in the country and many of the claims arise from relationships which have gone sour. Because of this, employers increasingly are focusing their efforts on what can be done to prevent such claims. As we all know, when relationships break up people can act inappropriately, at best.
Liability can arise even if neither of the former lovers is a supervisor.
To protect themselves from sexual harassment claims arising out of formerly consensual relationships, many employers have adopted policies attempting to regulate work place romances. Fortunately, the courts have generally ruled that an employer has a right to regulate or even prohibit romantic relationships between employees. While an employer can completely prohibit office romances, such a policy is not without problems. Some employers question whether too much regulation of the personal life of employees damages morale and in the long run does more harm than good. Also, some valued employees may resign because they want to date.