Below is a general overview of key points regarding workplace relationships in the Philippines—focusing on pertinent laws, regulations, and jurisprudence. Note, however, that no single statute specifically bans “workplace romances” or “office relationships” across all industries. Instead, prohibitions arise primarily from rules on conflict of interest, nepotism, sexual harassment, and other forms of misconduct. Always consult a qualified legal professional for advice on particular situations.

1. No General Statutory Ban on Consensual Workplace Romances

In the Philippines, there is no direct prohibition under the Labor Code or other national statutes that categorically outlaws romantic or dating relationships among co-employees. As a rule:

Consensual relationships between coworkers are permitted so long as they do not violate company policies or create legal risks such as conflicts of interest or harassment claims.
Private companies often adopt “no-fraternization” or “relationships disclosure” policies to minimize potential issues (e.g., favoritism, morale problems, conflicts of interest). These policies are typically found in the company’s Code of Conduct or employee handbook.

However, employment in the public sector (government) may have stricter guidelines, particularly regarding nepotism and ethical standards.

2. Anti-Sexual Harassment Laws and the Concept of “Moral Ascendancy”

Workplace relationships can become problematic—and, in certain cases, effectively “prohibited”—when they involve sexual harassment or an abuse of power. Two key statutes apply:

Republic Act No. 7877 (Anti-Sexual Harassment Act of 1995)
- Covers “work, education, or training environments.”
- Sexual harassment is committed when a person who has authority, influence, or moral ascendancy over another makes unwanted sexual advances, offers, or demands that result in an intimidating or hostile work environment.
- A superior-subordinate relationship can quickly transform into a harassment complaint if the subordinate feels coerced or threatened in any way.
Republic Act No. 11313 (Safe Spaces Act or “Bawal Bastos” Law)
- Expands the definition of sexual harassment to include broader contexts, including public spaces and online.
- In the workplace, it imposes duties on employers to prevent and address all forms of gender-based sexual harassment.
- If a workplace relationship started under coercive circumstances or continues despite explicit disinterest, it can fall under harassment and thus be prohibited.

Key Point:

If the “relationship” is unwelcome, coerced, or maintained by an abuse of authority, it may be deemed unlawful under these harassment laws. Even a seemingly consensual relationship may be scrutinized if one party wields significant power over the other (e.g., the direct manager-subordinate dynamic).

3. Nepotism and Conflict of Interest Rules (Primarily in the Public Sector)

3.1 Nepotism in Government

Under the 1987 Philippine Constitution and various Civil Service Commission (CSC) issuances, nepotism is generally prohibited in public office appointments.
Nepotism rules aim to prevent government officials from appointing or hiring relatives—up to a certain degree of consanguinity or affinity—to positions in which they can exercise direct supervision or control.

3.2 Conflict of Interest in the Private Sector

While not strictly called “nepotism” in private corporations, conflicts of interest may arise if romantic partners are placed in a direct reporting line (i.e., one supervises or evaluates the other).
Some companies require employees to disclose romantic relationships with colleagues so the company can manage potential bias in evaluations, promotions, or terminations. This is typically an internal policy matter, not a blanket legal prohibition.

4. Company Policies and Disciplinary Actions

4.1 Employer’s Management Prerogative

Employers, within reasonable bounds, have the prerogative to craft policies that restrict or regulate workplace relationships, especially if they disrupt operations or create legal exposure.
Examples of common policies:
- Disclosure requirements: Employees must notify HR when they enter into a romantic relationship with a colleague or client.
- No-supervisor-subordinate relationships: Some companies outright ban romances where one party directly supervises the other, to avoid potential claims of favoritism or harassment.

4.2 Grounds for Dismissal or Sanction

Having a mere consensual relationship, by itself, is generally not a valid cause for dismissal under the Labor Code.
However, if the relationship violates company policy, creates serious conflict of interest, or leads to misconduct (e.g., neglect of duty, leaked trade secrets, or acts of dishonesty), the employer can impose penalties up to dismissal—subject to due process.

5. Relevant Jurisprudence

While no Supreme Court decisions outright forbid all workplace romances, cases involving sexual harassment, favoritism, or serious misconduct illustrate how office relationships can become unlawful:

Sexual Harassment Cases (e.g., Domingo vs. Rayala, Cadiz vs. CA)
Courts have emphasized that a key factor is whether the alleged harasser exercises moral ascendancy or influence over the complainant. A “romantic” defense is usually not recognized if one party is coerced or placed in a vulnerable position.
Dismissal Cases for Immoral Conduct
In some cases, the Supreme Court has upheld dismissal for “immoral conduct” or “serious misconduct” in situations where an employee’s extramarital affair with a coworker disrupted the workplace. However, these cases are fact-specific, often involving adultery or behavior that significantly tarnishes the employer’s interests or the company’s image.

6. Practical Guidance and Compliance Tips

Check Company Policies
Employees should review their employer’s Code of Conduct or employee handbook for any rules on disclosing workplace relationships or restrictions on supervisor-subordinate dating.
Maintain Professionalism
Even in consensual romantic relationships, maintain boundaries in the office to avoid potential harassment complaints from third parties who might feel uncomfortable or claim a hostile environment.
Avoid Conflicts of Interest
If one partner is evaluating, promoting, or disciplining the other, it may be prudent to request a transfer or recuse oneself from decisions that impact the partner’s job status.
Document and Disclose
When disclosure policies exist, follow them to the letter. This can protect both parties should misunderstandings or allegations arise later.
Stay Informed on Harassment Laws
Know the coverage and specific conduct prohibited under R.A. 7877 (Anti-Sexual Harassment Act) and R.A. 11313 (Safe Spaces Act). If either party is uneasy about certain behaviors or suggests a power imbalance, legal risks escalate quickly.
Seek Legal Advice
In complex scenarios—especially in government workplaces or where nepotism rules might apply—seek a lawyer’s guidance. This is particularly critical if promotions, supervisory changes, or favoritism allegations may arise.

7. Key Takeaways

No blanket prohibition: Philippine law does not categorically outlaw romantic relationships in the private workplace.
Harassment and power imbalance: Relationships cross legal lines if they involve sexual harassment, abuse of authority, or moral ascendancy.
Nepotism and ethical issues: Government employees must abide by the Constitution, CSC rules, and anti-nepotism policies. Private firms often manage conflicts of interest through internal policies.
Company prerogatives: Employers can lawfully impose “no fraternization” or “disclosure” policies, and they may discipline employees if those policies are violated.
Due process: Any penalty or termination must follow due process, but employees should be cautious about conduct that could be deemed “serious misconduct” or “immorality.”

Ultimately, while consensual relationships are not inherently prohibited, they become problematic if they violate existing laws on harassment, create a conflict of interest, breach company policies, or run afoul of nepotism rules in government service. As workplace dynamics evolve, employees are well-advised to remain respectful, transparent, and mindful of the potential legal ramifications of personal relationships at work.

Disclaimer:

This discussion is for general information and does not constitute legal advice. For specific legal issues or disputes, always consult a duly licensed Philippine attorney.