#CostaRica 🇨🇷 #BDS_Article: Internal Regulations in Your Company: Among What Is Mandatory, Desirable, and Discretionary
In legal matters, there’s a popular saying: “paper speaks.” This could not be truer when it comes...
With “Valentine’s Day” as its focal point, the month of February unfolds—a time when we often think about friends, partners, and romance, but which may also prompt us to reflect on what happens when sentimental interpersonal relationships arise at work?
We are all aware that human relationships are a natural part of any environment and that, within organizations, individuals with different backgrounds, affinities, and personal connections interact daily—connections that may transcend or impact what is strictly work-related.
At the outset, it must be clearly established that each employee’s private sphere lies outside the employer’s scope of oversight. Personal, emotional, and family life belong to the realm of privacy, which is inherent to every individual and constitutes a fundamental right protected—even—at the constitutional level.
In that regard, interpersonal relationships in the workplace—friendships, romantic relationships, or family ties—are not prohibited in and of themselves. However, such relationships may be regulated, monitored, or even result in disciplinary measures when they lead to conducts capable of affecting or interfering with workplace dynamics, objectivity in decision-making, or the proper performance of contractual obligations.
In other words, if a personal relationship influences, for example, hiring processes, performance evaluations, task assignments, or the exercise of authority, the matter ceases to be purely private and becomes an issue of legitimate interest to the employer. In such circumstances, the employer may exercise the powers granted under labor law to safeguard its interests and ensure the proper business operation.
A recommended practice—one that is highly important for organizations—is to adopt clear policies that identify and provide tools to manage potential conflicts of interest and breaches of labor obligations when emotional or sentimental relationships develop between coworkers, regardless of hierarchical level. This approach not only promotes healthy coexistence within employment relationships, but also informs employees of the appropriate manner in which to handle interpersonal relationships so that they do not negatively impact work, while reducing contingencies arising from such situations.
Finally, regardless of the nature of the relationship, it must be reiterated that a respectful work environment must always prevail—not only toward the employer and the employees involved, but also toward the broader workforce and even third parties (such as clients or vendors). The workplace is a professional setting that requires dignity, equal opportunity, and consideration for all individuals.
Striking the right balance between respect for private life and protection of the employer’s legitimate interests is key to preventing conflicts and fostering work environments built on trust and good faith.
Understanding the boundaries between the personal and the professional aspects is essential for healthy coexistence in employment. Interpersonal relationships undoubtedly enrich life, but they must be managed responsibly when they develop within the workplace.
Marco Segura
Attorney-at-law, BDS Asesores
