What does the Philip Schofield Saga tell us about how Employers should handle Relationships at Work?

The recent controversy involving Philip Schofield of This Morning fame is hard to ignore. Following his turbulent exit from ITV after a confession of an ‘on/off’ relationship with a younger colleague, whom he allegedly met when the colleague was 15 years old, questions are being asked of his employer, ITV, and their role in the relationship Schofield described as ‘unwise but not illegal’. Levi Grant, an intern for the Employment team, considers the news story from an employment law perspective.

Relationships at work and in the office are not a new concept and it’s understandable when co-workers, who can often spend the majority of their waking time together, become involved in romantic relationships.  Indeed, almost 60% of people have admitted to having work relationships with colleagues.

As an employer, however, there is a duty of care owed to employees to ensure their safety and well-being are protected in the work place and that can encompass certain responsibilities when it comes to work-place relationships.  Many employers therefore encourage the disclosure of romantic relationships at work, to help ensure that there is no abuse or harassment of either party.  This not only helps to protect those involved in the relationship but also extends to team or department members, who may have concerns about the impact such a relationship may have on their working life.

Such work practices are often supported by specific policies, outlining that employers understand that they have a duty to safeguard members of staff against any detriment or discrimination that can result from workplace relationships, especially if they are between a senior and junior member of staff (as with Schofield).

ITV claim to have investigated rumours of the relationship and it would generally be considered good practice for employers in similar situations to speak to those involved, to ensure they are satisfied that there is no abuse of power or, indeed, wider concerns amongst other members of staff, which can negatively affect morale if not tackled.

Essentially, relationships are a normal part of life so it is generally viewed as unwise and impractical to forbid relationships between colleagues but that does not mean that employers should not be alive to the fact that certain actions will be expected of them, to regulate and manage such relationships, when connected to the workplace.

If you would like advice from the Employment team at MLP Law in respect of any of the issues raised here or more generally, please do not hesitate to get in touch on 0161 926 9969 or employment@mlplaw.co.uk, or follow us on Twitter @HRHeroUK.