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Relationships at Work Policy

Becka Lee
Updated

Relationships at Work Policy

Version: 1 | Date: December 2025

Policy Overview

Stonegate is committed to promoting a work environment based on dignity, trust, and respect. While personal relationships may form at work, they must not compromise professionalism or business operations. Please see the attached Relationships at Work Policy, which was last updated in October 2025

What’s Covered

  • Personal Relationships
  • Disclosure
  • Conduct
  • Preferential Treatment
  • Confidential Information
  • Conflict of Interest
  • Non-Compliance

Roles and Responsibilities

  • Colleague: Ensure relationships do not interfere with business or team harmony.
  • Line Manager: Take action if relationships affect operations.
  • ER Support/HRBP: Provide advice and guidance.

Definitions

  • Personal Relationship: Family, romantic, or close personal relationships.
  • Preferential Treatment: Giving special advantages not available to others.
  • Conflict of Interest: Personal interests interfering with professional duties.

Disclosure

If you are involved in a personal relationship at work, inform your line manager, especially if:

  • You manage the colleague directly.
  • You work in the same site, department, or division.
  • The relationship may influence decision-making or create a conflict of interest.

Conduct

Relationships must not affect work performance or team dynamics. Intimate behaviour during work time (e.g., kissing, holding hands) and sexual activity on premises or during work hours is strictly prohibited and considered gross misconduct.

Preferential Treatment

Treat all colleagues fairly regarding hours, tasks, career progression, holidays, and pay. Avoid favouritism based on relationships.

Confidential Information

Protect all confidential information. Breaches, even accidental, may lead to disciplinary action.

Conflict of Interest

If a relationship creates a conflict of interest, you may be transferred to another site or department. In extreme cases, employment may be terminated.

Non-Compliance

Failure to disclose a relationship or engaging in inappropriate conduct may result in disciplinary action, up to dismissal.

Examples

  1. Choosing friends for a project instead of the most qualified team members.
  2. Approving holiday requests for family while denying others.
  3. Using a relative’s company for work despite higher costs.
  4. Allocating preferred shifts to a partner over fairness.
  5. Sharing confidential tender information with a romantic partner.

Relationship Breakdown

Remain professional if a relationship ends. Avoid arguments, bullying, or exclusion. If unable to work together, speak to your line manager or raise a grievance.

Legal Compliance

This policy complies with:

  • Employment Rights Act 1996
  • Human Rights Act 1998

External Support

Supporting Policies

  • Bullying and Harassment Policy
  • Grievance Policy
  • Disciplinary Policy
  • Socialising at Stonegate Policy
  • Social Media and Electronic Communications Policy
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Please see the attached Relationships at Work Policy, which was last updated in October 2025.

 

For further support, please contact er.support@stonegategroup.co.uk (if Site based), or your HRBP (if PST based)

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