In the intricate dance of office life, the allure of workplace romance often takes center stage. It’s a scenario that HR departments frequently grapple with: should they, or can they legally, enforce a ban on office romances? In this comprehensive exploration, we will delve into the nuances and expert perspectives on this intriguing topic, providing a clear and detailed understanding.
Leading employment lawyer Martin Sheard, based in Vancouver, is our guide through this legal labyrinth. He commences by drawing a critical distinction that holds particular significance within Canada’s legal landscape: it is illegal to discriminate against employees based on their family status. Therefore, employers must differentiate between inquiries about marital status and the nature of an employee’s romantic relationships.
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