Personal Relationships at Work Policy

Review date: 30.09.25

Purpose

This policy sets out Wilson Vale Catering’s expectations regarding personal relationships between employees, particularly where there may be a difference in seniority or influence. It aims to protect employees, maintain professional boundaries, and safeguard the integrity of the organisation.

This policy applies to all employees, contractors, agency staff, and consultants. It is especially relevant for Managers, supervisors, and senior Managers.

This policy does not form part of an employee’s contract of employment and Wilson Vale Catering may amend this policy at any time.

Definition of Relationships

For the purpose of this policy, “personal relationships” include:

Family relationships: parent, child, sibling, spouse, civil partner, partner, in-law, or other close relatives.
Romantic relationships: ongoing relationships of a dating, intimate, or romantic nature.
Sexual relationships: one-off encounters (including one-night stands), short-term relations, or long-term sexual partnerships.
Close friendships: relationships where personal loyalty, trust, or shared interests may influence workplace decisions.

General Principles

Wilson Vale Catering respects employees’ right to a private life, including the right to form personal relationships.

However, relationships at work must never compromise professional standards, lead to conflicts of interest, or create a risk of exploitation.

Relationships Involving Managers or Senior Employees

If a Manager, supervisor, or senior Manager enters into a personal or intimate relationship with another employee, this must be declared promptly and confidentially to HR or their line Manager.

HR will assess whether adjustments are needed to remove any conflict of interest (e.g., reporting lines, decision-making authority, or work allocation).

Failure to declare such a relationship may be treated as misconduct and subject to disciplinary action.

Power Imbalances

Leaders must recognise that relationships with junior employees carry a significant risk of perceived or actual abuse of power.

Behaviour that could be seen as manipulative, coercive, or intimidating is unacceptable and may amount to misconduct or harassment under the Equality Act 2010.

Professional Behaviour

All employees, regardless of seniority, are expected to maintain professional boundaries at work.

The organisation will not tolerate behaviour that undermines dignity, respect, or the wellbeing of colleagues.

Raising Concerns

Employees concerned about a workplace relationship, or about the conduct of a colleague, may raise this confidentially with HR.

Reports will be handled sensitively, and retaliation against those who raise concerns will not be tolerated.

Disciplinary Action

Breaches of this policy may lead to disciplinary action, up to and including dismissal, depending on the seriousness of the circumstances.