This policy will come into force on 1st August 2025 , for the version in place today, please refer to the Previous policy section.

1. Purpose

This policy aims to:

1.1 make clear the expectations and obligations that exist in relation to personal relationships, including where prohibitions apply, in order to limit circumstances where a position of power may be abused;

1.2 ensure that students and staff are able to work and study in a safe, positive and supportive working environment where everyone is treated fairly and professional boundaries are clear;

1.3 ensure the protection of students from harm that may arise from entering into a relationship with a member of staff;

1.4 ensure the protection of staff members from allegations of actual or perceived conflict of interest, abuse, exploitation, favouritism or bias;

2. Scope

This policy applies to University of York staff as defined below.

3. Definitions

3.1 'staff' includes but is not limited to employees, casual workers, honorary staff, emeritus staff, visiting staff, contractors and relevant associates.

3.2 'student' includes, but is not limited to, persons who are registered on a higher education course at the University of York, including those who, at any point in time within the overall duration of that course, are employed by, or otherwise providing services to, a higher education provider.

3.3 'relevant staff member' means a member of staff who has, or is likely to have, direct academic responsibilities, or other direct professional responsibilities, in relation to that student, including having power over a student’s success, progression, wellbeing, or safety.

3.4 'close personal relationship' means with a relative or friend; or where there is a significant personal bond; and/or a relationship where there is a financial dependence.

3.5 'intimate personal relationship' means all sexual or romantic contact, whether in person, online, or by other means, and whether this contact is one-off or repeated. It is recognised that staff and student statuses may not be exclusive, a student may also be a staff member and visa versa, e.g. Graduate Teaching Assistants. The context of the relationship which is the matter of concern will dictate whether a staff or student status applies.

3.6 'excluded relationships' means any ongoing intimate personal relationship that:

  • existed before the date this policy came into force and that remains in existence; or
  • existed before the date that the staff member became a relevant staff member in relation to that student.

3.7 'abuse of power' means a situation where a relevant staff member exploits a position of power in relation to a student so as to apply pressure in a way which:

  • may result in the student doing something, or refraining from doing something, that they may not have otherwise done; and
  • that action or inaction could reasonably result in something that falls within the scope of an intimate personal relationship.

3.8 'adult at risk' means someone aged 18 years or over 'who is, or may be, in need of community care services by reason of mental ill health or other disability, age or illness; and who is or may be unable to take care of themself, or unable to protect themself against significant harm or exploitation.

4. Policy statement

4.1 The University is committed to creating a community of respect, by building a diverse community that fosters a sense of belonging, and operates at the highest academic and ethical standards.

4.2 The Personal Relationships Policy sets out the expectations and obligations of University employees and workers, honorary staff, emeritus staff (collectively referred to as staff in this policy), with respect to personal relationships between staff and students and between colleagues.

4.3 There is an expectation that all members of the University community will uphold the principles of treating each other with dignity and respect. Staff should always carefully consider the appropriateness of their conduct and the appropriateness of the environment for the activities they are undertaking.

4.4 Due to the potential for the use of coercive behaviours due to power imbalance, conflict of interest, exploitation, favouritism or bias, this policy prohibits all intimate personal relationships between students and relevant staff, with the exception of ‘excluded’ relationships. Such relationships may undermine the integrity of the supervision or evaluation provided, or may have adverse effects on the working and learning environment for those directly involved, as well as for the broader team and departmental culture.

4.5 All breaches of this policy will be investigated under the Staff Disciplinary Procedure.

4.6 This policy prohibits intimate relationships with any member of staff or students who are under the age of 18 or who are an adult at risk, regardless of whether they are in a position of responsibility over them. In these cases, the University Safeguarding of young people under 18 and adults at risk framework and procedure will be followed.

4.7 This policy outlines the procedure for excluded intimate personal relationships and other close personal relationships.

4.8 This policy does not prohibit intimate personal relationships between consenting staff members, however certain relationships are discouraged and must be disclosed to the Head of Department/ School/ Service (or next appropriate level manager).

4.9 The University reserves the right to inform another relevant OfS registered provider when it becomes aware of a reported abuse of power as defined under the Ongoing Condition of Registration E6: Harassment and sexual misconduct. For example, where University of York students are being externally supervised by staff employed by a different HEI.

5. Procedure

5.1 Relationships between students and relevant staff

5.1.1 Members of staff must not enter into or pursue a close personal or intimate relationship with a student where the staff member has, or is likely to have, direct academic responsibilities, or other direct professional responsibilities, in relation to that student, including having power over a student’s success, progression, wellbeing, or safety.

5.1.2 Examples include, but are not limited to: a teacher or supervisor and their student (including PGR students); Graduate Teaching Assistant and their student; colleagues expected to provide wellbeing, support or safety provision to students as part of their role.

5.1.3 In order to maintain appropriate relationships with students, and to help reduce the risk of actual or perceived harm, abuse of power, exploitation, favouritism, bias or sexual misconduct, staff should:

  • exercise self-reflection and ensure their behaviour best serves the student’s experience;
  • maintain appropriate professional boundaries with students and perform their University duties in the best interests of the University without favour towards any individual student over another student;
  • avoid creating special or secretive friendships with students, where they may risk becoming isolated and vulnerable to abuses of trust or coercive control
  • ensure that online meetings and communication with students use a University email account, University telephone/laptop/ mobile, University endorsed software, applications and internet access unless this is not possible.
  • give careful consideration before giving their personal mobile phone number to a student. Sometimes it may be unavoidable, for example when they are arranging and taking part in conferences or organising field trips. University of York communication channels such as email or Zoom could be used as an alternative, but may not always be practicable. Staff are encouraged to use their work telephone numbers which may be diverted to the staff member’s personal mobile;
  • Staff should use university email or official channels for communicating with students. Staff should seek consent to communicate via social media and restrict usage, as far as possible, to professional networking sites.
  • Set an example by writing and communicating with students in a professional style.
  • be aware that any email sent to a student or a colleague about a student may be disclosed to the student or their legal representative, for example under data protection law;
  • adhere to the same guidelines, where logistically possible, when participating in fieldwork with a student, attending conferences and any other University activities whilst away from the usual workplace.
  • When and if using dating apps, staff must not connect with students nor actively seek student connections whilst on campus.

5.1.4 Where staff have a primary role of providing supervision, teaching, or pastoral care to students (including personal tutors), staff should:

  • ensure that meetings and discussions occur on campus or other University-approved premises. Where this is not possible, ensure the meeting occurs in a neutral public venue, such as a library or a café.
  • refer students with support needs to a relevant University support service and limit their role in providing personal support to a student where this is not part of the employment duties;
  • refrain from contacting students outside of reasonable working hours unless there is an urgent or emergency situation and contact needs to be made immediately.
  • not seek personal information from a student except as relevant to a University process (e.g. medical information for special consideration or field trips, or personal circumstances information as part of an academic progress process). In all cases the University’s Data Protection Policy must be followed.

5.2 Existing / Excluded relationships

5.2.1 Where an ongoing intimate personal relationship existed before the date this policy came into force and that remains in existence; or existed before the date that the staff member became a relevant staff member in relation to that student, the staff member must notify their Head of Department/ School/ Service (or next appropriate level manager) about the relationship in order for appropriate action to be taken. Failure to do so is likely to result in staff disciplinary action.

5.2.2 The Head of Department/ School/ Service (or next appropriate level manager) will be responsible for ensuring that the member of staff will have no involvement in the student's assessment and, as far as practicable, will separate the member of staff from other responsibilities in respect of the student.

5.3 Close Personal Relationships between staff and students

5.3.1 The University appreciates that in exceptional circumstances, a student may opt to take a module, attend a class, or engage in another activity organised by or delivered at the University that is offered by a member of staff with whom they have a close personal or family relationship. Whilst this is not encouraged, arrangements should be made to accommodate the request if there is a case for the student to engage in that activity or the interaction is limited; and providing that, where appropriate, alternative arrangements will be made for the student’s work to be marked and feedback on their performance provided. All such requests should be made to the Head of Department/ School/ Service (or next appropriate level manager).

5.4 Relationships between staff

5.4.1 Relationships between members of staff are not prohibited. However, in order to prevent potential abuse of power or perceived or real conflict of interest, staff must declare to their Head of Department/ School/ Service (or next appropriate level manager) close personal or intimate personal relationships in either of the following situations:

  • Where a relationship begins that may give rise to a real or perceived conflict of interest, exploitation, favouritism or bias. Examples include, but are not limited to: a manager and their direct report; Principal Investigator and Research Assistant; mentor and mentee; coach and coachee.
  • Where a relationship already exists and a new situation arises that may give rise to a real or perceived conflict of interest, exploitation, favouritism or bias. For example, two staff members in a relationship who work in different departments change to working in the same department.

5.4.2 Where staff are in an intimate or close personal relationship, consideration will be given on how to prevent conflict of interest, breach of confidentiality or unfair advantage gained (or perceived to be gained) from the overlap of a personal and professional relationship. This may include finding alternative line management arrangements. Decisions will be made by the Head of Department/ School/ Service (or next appropriate level manager).

5.4.3 Staff are reminded of possible power imbalances within intimate and close personal relationships. Relationships between employees in which one has direct or indirect authority over another are strongly discouraged.

5.4.4 In order to maintain appropriate professional boundaries with colleagues/peers, and help reduce the risk of abuse of power or conflict of interest, staff should:

  • maintain an appropriate physical distance from other staff while working;
  • perform University duties in the best interests of the University without favour towards any individual staff member over another;

5.4.5 avoid creating special or secretive friendships, where one party may risk becoming isolated and vulnerable to abuses of trust or coercive control;

  • ensure that online meetings and communications, use a University email account, University mobile/laptop, University software and applications for all work related and professional communications.
  • seek consent to communicate via personal and/or direct messaging on social media
  • be aware that any email sent to a staff member about a colleague may be disclosed to them or their advocate under the General Data Protection Regulations. All emails and work-related instant messages should be written in a professional manner;
  • adhere to the same guidelines, where logistically possible, when participating in fieldwork, conferences and other University activities away from the usual workplace;
  • where possible, ensure that face to face meetings and discussions about University matters occur on campus or other appropriate premises. Where this is not possible, ensure the meeting occurs in a public place or an approved organisation’s premises.
  • refer colleagues with support needs to a relevant University support service, such as occupational health or the employee assistance programme and be mindful to limit the role in providing personal support to a staff member where this is not part of the employment duties.

5.5 When an intimate or close personal relationship ends it is expected that all parties will continue to conduct themselves in a professional manner and avoid personal disputes which impact on the working environment or other colleagues and students. It may also be appropriate for some of the actions, put in place by the University during the relationship, to continue for a reasonable period of time following the end of the relationship. The staff members involved will be consulted and are required to comply with reasonable actions.

5.6 How to raise concerns

5.6.1 All reports and disclosures from students and staff about breaches or potential breaches of this policy should be made via the Report + Support tool. If contact details are included, an appropriate member of staff will make contact to discuss the support available and to discuss appropriate action.

5.6.2 Where a staff member has concerns about the conduct of another staff member with regards to this policy, they should speak to their Head of Department/ School/ Service, another senior manager, or HR in the first instance​ and then ensure a report is also made via Report + Support. Advice and support can also be sought from campus Trade Unions.

5.6.3 Where a student is in a relationship with a staff member, or has experienced advances from a staff member, and would like a confidential discussion, they can seek advice and assurance via the Report + Support tool, or contact the Conduct and Respect team for information and advice on conductandrespect@york.ac.uk.

5.6.4 Report and support disclosures can be made anonymously, however if individuals choose to make an anonymous report, support departments will not be able to identify the reporting party or contact them to offer direct support and the University will not typically be able to initiate an investigation or formal process on the basis of an anonymous report.

5.6.5 Students who find themselves in need of support or advice in relation to staff-student relationships may seek independent and confidential support through YorkSU Advice and Support who will be permitted to attend any meetings a student is asked to attend, or the University’s support services. Where a lack of consent is a factor, and the behaviour therefore amounts to sexual misconduct, students may also wish to seek support from the University’s Sexual Violence Liaison Officers (SVLOs).

5.7 Breach of policy

5.7.1 An intimate personal relationship between a relevant staff member and a student is a breach of this policy. The weight of responsibility for the relationship and policy breach lies with the staff member, who will be investigated under the Staff Disciplinary Procedure.

5.7.2 Where a relevant staff member fails to disclose an ‘excluded’ intimate personal relationship with a student, the matter will be investigated under the Staff Disciplinary Procedure.

5.7.3 Students will not be disciplined for a breach of this policy.

5.7.4 Where a relationship between two staff members must be declared under this policy and is not, the matter may be investigated under the Staff Disciplinary Procedure.

5.7.5 Any contact that is found to be non-consensual will be referred into the Staff Disciplinary Procedure as sexual misconduct, in addition to representing a breach of this policy.

6. Document control

Approval body: Senate
Policy Owner: Nigel Alcock
Responsible Service: Human Resources
Policy Manager: Employee Relations and HR Policy Manager
External regulatory and/or legal requirement addressed:

OfS Ongoing Condition of Registration E6: Harassment and sexual misconduct

Worker Protection Act (amendment of Equality Act 2010) Act 2023

Equality Impact Assessment: Undertaken June 2025, and outcome addressed in final version of the policy
Approval date: 8 July 2025
Effective from: 1 August 2025
Date of next review: July 2026, or sooner if required

7. Related Documents

7.1 Dignity at Work and Study Policy

7.2 Staff Disciplinary Policy

7.3 Report and Support tool

7.4 Equality and Diversity in Employment Policy

7.5 Equality and Diversity Policy for Students

7.6 Social media guidelines for staff

7.7 Social media safety guidance for students

7.8 Complaints Procedure

7.9 Complaints of Misconduct Procedure

7.10 University of York Students’ Union - Advice, Support and Complaints

7.11 University of York Students' Union Code of Conduct

7.12 University of York Safeguarding Policy and Procedure

Previous policy

Policy - Personal relationships (January 2018 - July 2025)