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Saad Mirza
April 21, 2025
Workplace relationships are a reality of modern working life. With Canadians spending so much time at work, it’s no surprise that friendships can sometimes blossom into romance.
We’ve seen firsthand how office romances can lead to both happy outcomes and complicated legal situations. Whether you’re considering dating a coworker or already in a workplace relationship, understanding the legal, professional, and HR implications is crucial to protecting your career and your rights.
There’s no law in Canada that outright bans dating in the workplace. Consensual romantic relationships between colleagues are generally legal. However, that doesn’t mean your employer has to welcome them.
Many Canadian employers have internal policies that regulate or restrict workplace relationships, especially when there’s a risk of conflicts of interest or power imbalances. For example, some companies require employees to disclose relationships to HR, while others may prohibit relationships between managers and subordinates altogether.
The key distinction is consent. Relationships between equals are less problematic than those involving a supervisor and a direct report. Abuse of power or even the perception of it can create legal risk for both the individuals and the employer.
While office romances aren’t illegal, they come with real risks. We’ve advised clients who faced allegations of favoritism after their relationship became known, or who were accused of discrimination when a relationship ended poorly.
Even if both parties are professional, workplace gossip or discomfort among colleagues can quickly arise. In some cases, unresolved tension after a breakup can lead to harassment claims or a toxic work environment.
Dating someone in a position of authority—such as a manager dating a subordinate—is especially risky. The law recognizes that true consent can be difficult to establish when there’s a power imbalance.
We’ve seen cases where a relationship that seemed consensual at first later led to claims of coercion or constructive dismissal when boundaries were crossed. Employers are right to be cautious, as these situations can escalate into human rights complaints or lawsuits.
Most employers don’t ban workplace relationships outright, but many have policies requiring disclosure, particularly when there’s a reporting relationship or potential conflict of interest. Common steps include:
• Requiring employees to notify HR
• Reassigning reporting lines or job duties
• Having both parties sign a written agreement outlining expected conduct
We’ve helped employees navigate these policies, ensuring their rights are respected while minimizing disruption to their careers.
You have the right to a respectful, harassment-free workplace. While employers can enforce reasonable policies regarding workplace relationships, they can’t prohibit relationships entirely or fire you solely for being in one—unless your conduct breaches workplace policy or disrupts the business.
If you’re disciplined or terminated for a workplace romance, the circumstances matter. We’ve represented clients who were wrongfully dismissed after a consensual relationship, and in some cases, secured compensation when the employer’s actions were unfair or discriminatory.
Legal issues arise when a relationship is non-consensual, leads to favoritism or retaliation, or breaches workplace policy in a way that causes disruption.
If you’re facing an investigation, disciplinary action, or feel you’re being treated unfairly because of a workplace romance, it’s wise to consult an employment lawyer. We’ve helped clients resolve disputes discreetly, protect their reputations, and, when necessary, pursue legal remedies.
If you’re considering or already in a workplace relationship:
• Keep things professional during work hours and avoid public displays of affection
• Avoid workplace gossip by keeping your private life private
• Disclose the relationship to HR if required by company policy
• If concerns arise, document your interactions and any steps you’ve taken to comply with policy
These steps can help prevent misunderstandings and protect your position if issues arise.
Employers should have clear, practical policies on workplace romance that focus on consent, professionalism, and minimizing disruption.
Training on respectful workplace behavior and boundaries is essential, as is a fair process for handling disclosures and complaints. We regularly advise employers on crafting these policies to balance business needs with employee rights.
Workplace relationships aren’t illegal in Canada—but they can create legal and professional issues if mishandled. Know your rights, understand your employer’s policies, and seek legal help if you’re facing trouble because of a workplace romance.
I’m Saad Mirza, the founder of Thrive Law, a employment law firm dedicated to helping employees across Ontario navigate challenging job terminations and workplace issues.
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