But a lot of companies don't let the rank and file decide--they adopt policies that ban or limit workplace dating--all in the name of lowering liability.
Enforcing these policies can take their toll on a company. Earlier this year, Best Buy's chief executive, Brian Dunn, stepped down after an investigation by the board discovered he had shown "extremely poor judgment" with a 29-year-old female employee.
Beyond the employee, a fraternization policy is even more significant for the employer.
Employees need to be informed as to what behavior is deemed inappropriate so they can be trained accordingly.
Beyond the issue of two consenting single adults, there is also the issue of extramarital affairs in the workplace.
These situations can have a seriously negative impact on the affected family members, disapproving coworkers, and the discomfort that inevitably ensues at employee gatherings and events.
Hospitality, Financial Services, Transportation and Utilities, Information Technology, and Health Services all topped the list as having higher than average office dating.
Workers don't want to unknowingly cross a boundary line that results in injuring their work status and career.
Savvy employees understand that some policies in their workplace are unwritten, but all employees are entitled to understand workplace norms.
This needs to take place in advance of you taking action to deal with an adverse situation that affects your workplace.
You might think that employee friendships and romantic relationships only affect the private lives of those involved. A dating relationship—especially one that goes awry—can have a very damaging effect on other employees and disrupt workplace harmony.
This can be especially true in high-growth companies that demand long work hours and tend to hire more single employees.