Rumours that one of the staff in our organisation is having an affair with another employee is causing concern to the manager of one of the parties. Both of the individuals are married and do not work in the same area. The manager is concerned on a number of fronts: the female is at a junior grade, whereas the male is a management grade, and the amount of time the individuals spend calling in and out of each other's offices during the day. The manager feels this it is causing a disruption to other staff and it is becoming a talking point in the organisation. While the manager does not see his role as a moral guardian to either party and has no proof that an affair is taking place, all of the actions of both parties, and general rumour, indicate this is the case. Is it in order to confront the parties on the issue or how should we proceed?Posted in : First Tuesday Q&A NI on 7 February 2012
On one hand, office relationships are not unusual and employees have a right to a private life. On the other hand, problems can arise, including affected performance; disruption if the relationship breaks down or the behaviour becomes unwanted and/or amounts to unlawful harassment; employees alleging that the junior member of staff is receiving preferential treatment; and/or or a conflict of interest or breach of confidentiality situation.
If behaviour such as this occurs, you may have scope to consider taking disciplinary action against one or both of the employees, potentially on the
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors
Back to Q&A's This article is correct at 02/09/2015
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.