New research suggests workplace relationships remain common across UK organisations, with findings noting gaps in policy awareness and potential risks where reporting lines are involved.
A survey of working adults conducted by office infrastructure company Co-space found that almost two thirds of respondents (60%) have had a workplace romance at some point in their career. Of those relationships, nearly a third (32.9%) involved someone in a position of authority such as a supervisor, team leader or manager.
The prevalence of relationships involving seniority raises questions around power imbalance, conflicts of interest and how such situations are managed internally. Without clear policies, employees may be uncertain about boundaries or reluctant to raise concerns, particularly where authority or influence is involved.
Power Dynamics and Visibility in Office Relationships
Entry-level employees were the most likely to report having had a workplace relationship, with 39.5% stating they had been involved with a colleague. However, relationships were not limited to peers. More than one in five involved a supervisor or mid-level leader (20.9%), while 11.6% took place at manager or director level.
Workplace relationships are also highly visible. Four in five employees (80.4%) said they had witnessed colleagues dating at work, and almost half believe it is very common. This visibility can affect team dynamics, particularly where colleagues perceive preferential treatment or feel uncomfortable with blurred professional boundaries.
The research also points to the influence of working patterns. Nearly three quarters of workplace romances (73.9%) occurred in fully in-person environments, compared with 17.4% in hybrid settings and just 8.7% among fully remote teams. Regular face to face interaction and extended periods of close collaboration appear to increase the likelihood of personal relationships forming.
William Stokes, CEO of Co-space, said, “Workplace relationships aren’t new, but the way they play out today has changed. When people spend long hours collaborating closely, particularly in smaller or in-person teams, personal connections are almost inevitable.”
Policy Clarity and Employer Responsibility
Despite how common workplace relationships are, policy awareness remains low. According to the survey, 43.4% of respondents do not know whether their employer has formal rules in place. This lack of clarity can create uncertainty for employees and increase organisational risk when issues arise.
Stokes said, “The role of employers isn’t to police relationships, but to create a culture of transparency, clear boundaries and mutual respect. That starts with having clear policies in place and making sure everyone understands them.”
“When employees aren’t clear on what’s acceptable, especially where reporting lines or managers are involved, it can lead to discomfort, blurred power dynamics, conflicts of interest and damage to team morale.”