With Valentine’s season upon us, romance in the workplace can feel as sweet as Paradise. If you glanced at the headlines after last summer’s Coldplay concert affair, you’ll know that sometimes mixing work, romance, and a dash of stadium lighting can be a recipe for drama.
In 2025, Astronomer’s CEO, Andy Byron, was caught on a Coldplay “kiss cam” with his Head of HR, Kristin Cabot. Their panicked reaction went viral, leading to Byron’s resignation and Cabot being placed on leave. The incident triggered global debate about workplace ethics, power dynamics and whether private relationships can ever really stay private - especially when they go public in front of thousands.
In the words of Coldplay, “nobody said it was easy,” but navigating a workplace romance? Employers might say “no one ever said it would be this hard.”
Under UK employment law, there’s no blanket ban on workplace relationships. However, employers have a legal duty to maintain a safe, fair, and inclusive work environment. Problems can arise where romantic relationships create, or are perceived to create, a conflict of interest, particularly if one person manages or appraises the other.
That’s why many employers include specific “personal relationships at work” clauses in their policies. These provisions might ask staff to disclose relationships that could give rise to bias or confidentiality issues. Others take a lighter-touch approach, trusting professionalism will prevail (though HR might quietly whisper, Don’t Panic!).
Like a Coldplay bridge, things can escalate quickly.
The real challenge isn’t the spark, it’s the fallout. A breakup between colleagues can lead to awkwardness, gossip, conflict, team disruption, reputational damage or even allegations of preferential treatment or harassment. Things can quickly shift from Viva la Vida to disciplinary meetings faster than you can say The Scientist.
For the employer, this brings legal risks. Mishandling a post-relationship grievance could expose the business to claims for discrimination, harassment, or constructive dismissal. Sensitivity, discretion, and consistency are key.
Set expectations clearly: Have and publicise a workplace relationships policy.
Encourage transparency and early disclosure where a potential conflict of interest exists.
Train managers on handling relationships and related complaints professionally.
Keep matters confidential, supporting affected staff equally and fairly.
Conduct impartial investigations where needed. If concerns arise, employers should investigate promptly and fairly, avoiding assumptions fuelled by gossip (or social media attention)
Promote respect and boundaries, ensuring everyone feels comfortable and valued at work. Make expectations clear about professional behaviour confidentiality and decision making.
Sometimes relationships can lead to resignations or role changes. Succession planning and settlement agreements can help minimise disruption if things turn sour.
Love may well be in the air, but when it lands in the workplace, it’s best handled with care, clear policies, and a touch of humour. After all, people spend a huge part of their lives at work and it’s only natural that connections form. The key for employers is ensuring those connections don’t lead to claims, conflicts, or a chorus of Fix You in HR.
So, if your office Valentine plans include a concert, a colleague, and a Coldplay soundtrack, just remember: a solid policy might be the difference between Paradise and professional Trouble.
And if your HR playlist is sounding a little Yellow with worry, the Porter Dodson employment team can help you Fix It before things go Cold(play).