Managing Workplace Romance in Canada: A 2026 Employer Guide

With Valentine’s Day around the corner, people across Canada are gearing up to celebrate. While some are securing dinner reservations, others are planning evenings of self-care. But for those involved in an office romance, the division between work and personal life will be particularly blurry this February 14.

In 2026, the “office” is no longer just a physical building. It’s a Slack channel, a Zoom room, and a hybrid workspace. For employers, this evolution makes managing romantic relationships more complex than ever. Here is how to navigate the dos and don'ts of workplace romance while protecting your business.

The core solution: A formal relationship policy

Rather than waiting for a messy breakup to disrupt your operations, we recommend that businesses of all sizes implement a Workplace Interpersonal Relationship Policy. This document serves as a proactive roadmap for transparency.

Your Interpersonal Relationship Policy in 2026 should include:

• Mandatory disclosure: Clear instructions on when and to whom employees must report their relationship.
• Behavioral expectations: Practical guidelines on maintaining a professional environment, both in the office and across digital platforms like Slack or Teams.
• Definitions of prohibited bonds: Explicitly stating which reporting structures (such as manager-to-direct report) are not allowed due to inherent conflict-of-interest concerns.

The rise of the “love contract” (consensual relationship agreement)

To truly protect both parties, modern policies are moving beyond simple disclosure to include Consensual Relationship Agreements, or “Love Contracts.”

This is a formal acknowledgement signed by both employees. It serves as a vital legal shield by documenting that the relationship was consensual at a specific point in time, mitigating future “he-said, she-said” harassment allegations if the relationship sours. It proves that the employer took reasonable steps to ensure the interaction was welcomed and voluntary.

Privacy in the digital age: The “cyber-PDA” rule

In our hybrid-work reality, romance often plays out on company devices. Your policy should now include a section on digital professionalism.

“Cyber-PDA”, such as sending intimate or inappropriate messages via company email or messaging apps, is a breach of professional standards. Remind staff that company platforms are for business, and inappropriate digital conduct can be used as evidence in conduct reviews, even if the relationship is consensual.

Workplace gossip or workplace harassment?

In many Canadian provinces, workplace gossip is no longer just an annoyance; it is a psychosocial hazard. Malicious rumors or “watercooler talk” about a couple can be classified as workplace harassment.

As an employer, you have a dual responsibility:

1. Ensure the couple remains professional.
2. Protect the couple from a “poisoned work environment” created by the gossip of other team members.

Termination vs. accommodation

While Canadian employers generally have the right to terminate “without cause,” firing skilled staff is a costly last resort. If a relationship violates your policy (e.g., a manager dating a subordinate), your policy should outline creative accommodations before resorting to termination:

• Structural shifts: Adjusting reporting lines so one partner no longer supervises the other.
• Spatial separation: Changing workstations or departments to minimize distractions.

Lead with clarity

Implementing a Workplace Interpersonal Relationship Policy isn't about policing the hearts of your employees; it’s about establishing clear boundaries that protect everyone. By leading with transparency, you reduce legal risk, preserve team morale, and ensure that “love at work” doesn't become a “liability at work.”

Ready to modernize your employee handbook?

Don’t wait for a workplace romance to become a workplace liability. Our experts specialize in developing tailored HR policies that protect your business and respect your team's privacy. Call us at (1) 833-247-3652 to learn more about how our services can take away your HR headaches.