Should Office Romances Lead to Termination?
Love and work often cross paths and not just in movies. In fact, more than one-third of Canadian workers say they have been romantically involved with a colleague, and nearly a quarter would not rule it out. This should not be surprising when you realize that most working adults spend more time at work, interacting with their colleagues, than they do at home. As common as office romances are, they can raise real questions for employers. Should office romances lead to termination? Should employers ever use this for grounds for termination? And what does Ontario employment law actually say?
Termination and Legal Risk
In Ontario, an employer can terminate an employee without cause at just about any time, as long as they provide proper notice or severance. However, termination for just cause where no notice or severance is given is far more difficult to justify. A consensual office romance, by itself, will rarely meet that threshold unless it involves serious misconduct, such as a failure to disclose a conflict of interest, a breach of company policy, or allegations of harassment.
The greater risk arises when a relationship includes a power imbalance such as a manager dating a direct report. This can lead to real or perceived favouritism, allegations of coercion, and even legal claims related to harassment or discrimination. In such cases, failure to disclose the relationship may be viewed as a breach of trust, especially if the employer has a clear policy requiring disclosure.
Policy Over Punishment
Rather than taking a zero-tolerance approach, many Ontario employers are shifting toward more nuanced workplace relationship policies. These often require disclosure of romantic relationships that could create a conflict of interest, particularly where reporting lines are involved. Once disclosed, the employer can assess the situation and make adjustments such as changing reporting structures to preserve fairness and reduce legal risk.
This approach is both practical and legally sound. It promotes transparency, manages risk, and avoids unnecessarily harsh outcomes.
Bottom Line: Handle with Care, Not a Hammer
Office romances are not going anywhere. For employers, the goal should not be to police human connection, but to manage it professionally. For employees, understanding and respecting workplace policies can help prevent unnecessary fallout.
Ultimately, not every office romance will result in problems but when issues arise, termination should not always be the automatic solution. With the right policies and a fair approach, workplace relationships can be navigated without drama, disruption, or legal risk.
If you have concerns about a workplace issue, you should speak with an experienced employment lawyer. To better understand your employment rights, we encourage employees and employers to seek legal advice. We at Whitten & Lublin are happy to provide insight and advice into your specific circumstances. If you are looking for employment lawyers and would like more information about what Whitten & Lublin can do for you, please contact us online or by phone at (416) 640-2667 today.
Author – Rachel Patten