Introduction
Romantic relationships at work are not uncommon. Coworkers spend a lot of time together, so it’s not surprising when personal or romantic bonds develop. However, a workplace relationship can lead to difficult situations, especially when teamwork or workplace dynamics come under strain. This blog explains when a workplace relationship is permissible and when it can even lead to disciplinary action under employment law, such as transfer or termination.
Romantic Relationships Between Coworkers
In principle, romantic relationships between colleagues of equal standing are permitted. Employers cannot prohibit employees from entering into such relationships, as long as they do not negatively impact work performance or collaboration with others. However, discreet and professional behavior is expected. An employer may intervene only if the relationship leads to tensions within the team, a conflict of interest, or reduced work performance.
In practice, employers often choose to establish guidelines on how to handle such relationships, for example through a code of conduct. These might include rules about reporting the relationship to HR, or about avoiding overlapping work schedules in the event of conflicts.
Relationships in a hierarchical structure
The situation becomes more complex when there is a power dynamic, such as between a manager and an employee. In such cases, the impression of abuse of power or preferential treatment can quickly arise, which can undermine trust within the team or the organization.
Employers are permitted to take measures in situations like these. Transferring one or more of the employees involved is a common option and is viewed by the courts as less drastic than termination. Only when there are no reasonable alternatives, or if the situation escalates, can termination be legally justified.
Relationships with clients, patients, or interns
Stricter standards apply to relationships between employees and individuals in a dependent position, such as clients, patients, or interns. In these situations, the power dynamic plays a greater role, and a relationship is more likely to be considered inappropriate or crossing a line.
However, this does not mean that termination is automatically justified. For example, in a case before the Rotterdam Subdistrict Court, it was ruled that an educational worker who had dated two interns could not be terminated without cause. There was no dependency involved, the employee had been transparent, and the organization’s policy did not explicitly prohibit such relationships. The employee was therefore awarded €30,000 in compensation upon termination of employment.
Conclusion: Every situation requires a tailored approach
A romantic relationship in the workplace doesn’t have to be a problem, but it can become one under certain circumstances. Employers must always carefully weigh the situation based on the nature of the relationship, the roles of those involved, and any potential impact on the work environment. Termination is only an option in cases of serious disruption to workplace relations or a clear violation of codes of conduct. Clear internal rules and transparency between the employee and the employer are crucial for minimizing risks.
This blog was written by Stijn Blom, Esq., an employment law attorney at Arbeidsadvocaat.nl B.V. Stijn has extensive experience in employment law and assists employers and employees on a daily basis with a wide range of employment law issues. From dismissal cases to drafting watertight agreements and policies—with his practical and personalized approach, he helps employers and employees move forward. Want to learn more? Visit Stijn’s page.
Arbeidsadvocaat.nl is happy to help you if you have any questions about termination. Please feel free to contact us .
April 2025