Some may consider it taboo, but the workplace is still a hotspot for romance.
Twelve percent of U.S. workers reported that they are currently involved in a workplace romance and 35% said they have been involved in one previously – compared to 54% who said they have never been involved in a workplace romance, according to the SHRM 2026 Workplace Romance Report, released ahead of Valentine’s Day.
“There are still many workers who view workplace romances as unprofessional or taboo, and most say they wouldn’t risk their job for a workplace romance,” said Adele Weaver, researcher, thought leadership, at SHRM. “That being said, we also found that workplace romances have a largely positive impact on employees’ personal lives and their teams.”
In fact, U.S. workers with workplace romance experience reported “very positive effects or positive effects” on their motivation at work (cited by 59%), job satisfaction (58%), and team productivity (42%), according to the SHRM report.
Looking for Guidance
Although workplace romances are fairly common, many employees remain skittish of starting up a relationship with a colleague. And a majority of workers are looking for more guidance from their employer on what’s OK and what’s not. Nearly three in four U.S. workers (74%) somewhat or strongly agreed that organizations should provide guidelines on workplace romances, the SHRM report found.
“Workers may need explicit guidelines that are widely communicated so that they don’t cross any policy lines,” Weaver said. “Workers [surveyed by SHRM for the report] seemed risk-averse and dedicated to abiding by company policy.”
Guidance on workplace relationships has always been important, but it’s even more important in the post-MeToo and pandemic era, said Mark Kluger, co-founder and partner at Kluger Healey, an employment law firm headquartered in Lincroft, N.J.
Approaches from organizations on workplace relationship guidance vary, according to the SHRM report, with 37% of HR professionals reporting their organization has a clear and structured policy that allows workplace romances but sets boundaries, and 30% saying their organization takes a flexible approach and handles situations on a case-by-case basis.
That’s a good thing, Kluger said, as “Romeo-and-Juliet policies that prohibit relationships among co-workers” don’t generally work. “[They] force employees to sneak around and lie to their managers and co-workers. If people want to be together, they will be, no matter what the rules are.”
In fact, among workers who are currently involved or have been involved in a workplace romance, more than half (56%) hid the relationship from their team, 49% hid it from their managers, and 45% hid the relationship from HR, according to the SHRM report.
At the same time, there need to be specific guidelines in place, Kluger said.
“Understanding that relationships will happen, employers need to be clear with employees that in-office romances cannot interfere with the workplace environment for others,” he said. “That means an absolute ban on relationships between a supervisor and their direct reports. Such relationships cannot only be inherently coercive and subject the employer to claims of quid pro quo sexual harassment, but also allegations of sexual favoritism by others in a direct reporting relationship with that supervisor.”
Even if such relationships are consensual, if they end – whether on good or bad terms – “the credibility of any future performance evaluations is forever compromised,” Kluger said. “So if they do happen, someone needs to be moved. For relationships among equals, there also need to be guidelines such as no PDA in the office that may make others uncomfortable at work.”
How to Communicate
HR professionals most commonly communicate policies around workplace romance through employee handbooks (80%), followed by onboarding (27%), and training sessions (18%). However, 11% of organizations do not communicate workplace romance policies at all, according to the SHRM 2026 Workplace Romance Report.
“Workers seemed mixed on if workplace romances should be prohibited altogether, but unified in simply wanting clearly communicated policies,” Weaver said. “That implies that the policy itself is not of utmost importance, but rather that the policy should be accessible for workers.”
Kluger recommended that employers tell employees to come forward about any romantic relationships they develop with one another.
“One of the best ways for employers to keep a handle on workplace relationships is through a love contract,” Kluger said, explaining that both employees sign a form that provides some guidelines, such as no PDA in the workplace, and requires the employees to agree to tell HR if the relationship ends, on good or bad terms.
“The reason is that if one or both employees are uncomfortable working in close proximity to the other, arrangements could be made to separate their office space or switch to a different team or work group,” he explained. “Another complication that can be addressed is if one of the employees is angry and/or not accepting of the end of the relationship. That scenario can lead to allegations of sexual harassment.”
By knowing in advance of that potential, “HR can be on top of the situation and try to avoid both the problem and the liability for the employer,” Kluger said.
