Employment of Relatives and Significant Others

A Employment of Relatives and Significant Others policy sets clear guidelines for hiring and workplace relationships (including relatives and romantic partners) to prevent conflicts of interest, favoritism, and supervision-related risks while applying any needed job changes in a non-discriminatory way that complies with jurisdiction-specific protections like marital status laws.

How to Write an Employment of Relatives and Significant Others Policy

• Start with "why" and state why avoiding conflicts of interest is important.
• Define which relationships are covered, including relatives and significant others.
• Set a core conflict-of-interest rule that bars one person from supervising or controlling the work terms of a covered relationship.
• Explain that your organization will review known or developing relationships for actual or perceived conflicts and business impacts.
• Describe the preferred resolution approach, such as 'reassignment or other workable adjustments.
• State what may happen when a conflict cannot be resolved, including separation of employment as a last resort.
• Require disclosure of covered relationships that arise during employment.
• Address applicant-stage disclosure and clarify that a relationship alone is not a basis to reject a candidate.
• Commit to fair, unbiased application of the policy, including compliance with applicable anti-discrimination rules.
• Encourage employees to raise concerns about favoritism or unfair treatment.

For advice on writing an Employment of Relatives and Significant Others policy in a specific jurisdiction, see below.