Do I Have to Disclose a Workplace Relationship?

Published : September 8, 2025

Workplace romances are far from uncommon. Given the amount of time people spend at work, it’s easy to see why some may develop a romantic relationship with a colleague. Yet, while dating colleagues may seem harmless, maintaining a workplace relationship can carry serious risks if not handled carefully.

A recent high-profile example is Nestlé’s CEO, who was dismissed after failing to disclose a relationship with a subordinate. The case has reignited debate over whether, and when, employees should inform their employer about romantic relationships in the workplace.

To help others avoid similar consequences, we’ll outline the events and explore the relevant UK laws and risks for employees. However, if you’ve been dismissed for having a workplace relationship and believe it was unfair, contact Redmans Solicitors now. As employment specialists, we can assess your case, provide answers and discuss your next steps.

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Nestlé CEO Dismissed Over Undisclosed Workplace Relationship

Laurent Freixe, former Nestlé CEO, had dedicated 40 years to the Swiss multinational food and beverage company. In August 2024, he was promoted to the role of chief executive officer.

Yet, after four decades of service, Freixe’s tenure at Nestlé came to an abrupt end. On 1 September 2025, the company announced his dismissal following an investigation into an undisclosed workplace relationship with a subordinate.

Concerns had been raised about potential conflicts of interest and favouritism. However, an internal investigation initially deemed these claims to be unsubstantiated. When further complaints emerged, though, the board commissioned an external investigation, which ultimately upheld the concerns

Freixe was found to have breached Nestlé’s code of business conduct, leaving the board with little choice but to terminate his employment in order to uphold the company’s values and governance standards. This firm ruling provides a harsh reminder of the potential consequences employees can face when dating colleagues and serves as a lesson to others to avoid similar mistakes.

Is it Illegal to have a Relationship at Work?

UK law doesn’t prohibit employees from forming romantic relationships in the workplace. Article 8 of the Human Rights Act 1998 affords everyone the “right to respect for his private and family life.” This extends to consensual relationships, and makes the like, whether formed at work or elsewhere, lawful in themselves. That said, while such relationships are lawful, they can still give rise to workplace complications if not handled appropriately.

Workplace Relationships: Why Employers Take Caution 

While workplace romances may not be unlawful, that doesn’t mean they are without risk. Employers recognise that such relationships can create practical and legal challenges. Some of the most common concerns include:

  1. Conflicts of Interest: Whether intentional or not, relationships at work can give rise to perceptions of favouritism. Decisions about promotions, bonuses or disciplinary action may not be made impartially, which in turn can damage team morale and productivity.
  2. Imbalances of Power: When a manager dates a subordinate, the power dynamic can become problematic. The junior employee may feel pressured into the relationship or face unfair treatment if it ends. With the Worker Protection (Amendment of Equality Act 2010) Act 2023 now in force, employers are under an even greater duty to take reasonable steps to prevent sexual harassment.
  3. Confidentiality Risks: Partners may inadvertently share sensitive information they have access to in their respective roles. While casual disclosures might seem harmless, they can lead to serious breaches of trust and even legal or regulatory consequences.

To manage these risks, many organisations introduce workplace relationship policies. These typically require disclosure where a relationship involves a reporting line or creates a potential conflict of interest. Employers may also provide training and clear reporting mechanisms, giving staff confidence to raise concerns safely.

Can I be Sacked for Having a Relationship at Work?

In UK law, a workplace relationship by itself isn’t generally regarded as a fair reason for dismissal. However, if it breaches company policy, creates a conflict of interest, or negatively impacts workplace performance, dismissal may be justified. Notably, employees with less than two years’ service have more limited protection against unfair dismissal.

Dismissal isn’t the only risk employees should be aware of when entering into romantic relationships in the workplace. While losing a job is the most severe outcome, other consequences may include:

  • Career Risks: If a subordinate dates their manager and the relationship ends badly, their career progression could suffer if the manager attempts to block opportunities. On the other hand, if colleagues believe someone is receiving favourable treatment because of their relationship with senior leadership, other managers may hesitate to offer promotions to avoid perceptions of bias. Either way, a workplace relationship can place an employee’s career trajectory at risk.
  • Workplace Tension: When colleagues know someone is dating their manager, it can create divisions within the team. If the relationship ends badly, even without any unfair treatment, the resulting tension can make the working environment uncomfortable or even unbearable.
  • Vulnerability Concerns: A manager dating a subordinate may be exposed to unfair assumptions that they are exploiting their position. Even where this isn’t the case, ethical and legal questions may be raised, which can damage reputations and invite unwanted scrutiny.

Ultimately, while employees shouldn’t be automatically sacked simply for having a workplace relationship, disclosure is often the safer option. This is particularly true where company policies require it, or where the relationship creates risks of conflict, bias, or workplace disruption.

Know Your Rights When in a Workplace Relationship

If you’re thinking about going into a relationship with a colleague or have been dismissed after your boss found out, contact us without delay. As employment specialists, Redmans Solicitors are here to help. We can advise you on your position, answer any of your queries and determine your eligibility to make a claim.

It only takes a moment to find out how we can help you, simply:

The information on this page is intended for general informational purposes only and does not constitute legal advice.