In an effort to diminish the negative repercussions of office romances, many employers rely on policies designed to regulate dating in the workplace, including nonfraternization policies, consensual-relationship agreements and “no spouse” rules. Such arrangements, although laudatory as preventive measures, can raise a host of issues. Employers attempting to enforce such policies may find themselves subject to claims of invasion of privacy, wrongful termination or discrimination.

This article explores the legal implications of nonfraternization policies, consensual-relationship agreements and no-spouse rules, and offers suggestions for minimizing liability under such policies.