INTHEBLACK June 2026 - Magazine - Page 48
P O D C AS T
Office
romance
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“Employers need to understand the risks that are involved that
might give rise to sexual harassment in their workplace, take steps
to mitigate and monitor those risks, and continue to eliminate them.”
JODIE FOX, WORKLOGIC
Shifting legal expectations and heightened
scrutiny around professional conduct are
forcing organisations to take a more proactive
approach to workplace relationships.
In a recent INTHEBLACK podcast episode,
employment lawyer and director of Worklogic,
Jodie Fox, shares that while office romances
have declined slightly with the rise of online
dating, they are far from disappearing.
KNOW THE RISKS
What has changed, however, is how employers
are expected to respond. Recent updates
to Australia’s Sex Discrimination Act (1984)
and Fair Work Act (2009) have introduced
a stronger “positive duty” on employers,
Fox says, to prevent sexual harassment
and manage psychosocial risks at work.
“Employers need to understand the risks that
are involved that might give rise to sexual
harassment in their workplace, take steps
to mitigate and monitor those risks, and
continue to eliminate them,” she advises.
KEY POLICIES
There are two policies that are vital for
managing office romance responsibly,
Fox argues. The first is conflicts of interest,
and the second is understanding what the
standards of behaviour are at work, particularly
around sexual harassment.
Conflicts of interest are a key concern,
particularly in relationships that involve
48 INTHEBLACK June 2026
managers and direct reports. In such cases,
employers are expected to take steps to
mitigate bias in decisions such as promotions,
pay rises and performance reviews.
In terms of workplace behaviour standards,
Fox suggests employers communicate that
there is “a general standard of behaviour that
we expect everybody to apply at work
regardless of whether or not you are in
a relationship. Even if you are in a relationship
with someone, it is still not okay for you
to make sexual advances that are unwanted
at work.”
HAVE THE CONVERSATION
The beginning and end of workplace
relationships are high-risk periods for potential
misconduct, Fox says. Unreciprocated advances
or behaviour following a breakup can escalate
into sexual harassment, exposing employers
to significant legal liability.
While employers “quite rightly” may not want
to get involved in an employee’s private life,
she continues, “they need to not be afraid to
have the conversations that they need to have
with employees about this stuff, because it is
not prurient. It is sensible risk management.”
Despite the risks, Fox stresses that workplace
relationships are not inherently problematic.
“I know that we all know many happy couples
that have met at work,” she shares, but it needs
to be done “with a fair bit of care and a fair bit
of thought”.
LISTEN
to the full
podcast episode
