Workplace romances can lead to serious risks for employers, including sexual harassment claims, retaliation, favoritism, and even workplace violence. While banning all office dating may be unrealistic, employers can reduce liability by implementing targeted policies—such as prohibiting supervisor-subordinate relationships, using “love contracts” to document consensual relationships, offering harassment training, and maintaining clear reporting channels. Monitoring communications and having clear guidelines also help prevent misconduct. Ultimately, strong policies and proactive enforcement put employers in a better position to prevent and defend against legal claims. See this post on Thomson Reuters to learn more.