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On 1 August 2025, the University introduced an updated Personal Relationships Policy and Procedure which set out expectations around intimate relationships, to help safeguard and protect students and staff from inappropriate behaviour.   

The policy and procedure also outlines the requirement to declare existing and new intimate relationships, the process for staff and students to do this and further strengthens our commitment to create a safe and respectful environment for all students and staff.

We originally announced the introduction of the updated policy via a news article in July.  

Why has the policy been introduced? 

The policy supports the University’s obligations to take proactive action to protect staff under the Worker Protection Act 2023 and to protect students as required by the new Office for Students’ Condition of Registration (E6). It also helps to maintain a positive and supportive working environment in which everyone is treated fairly and in accordance with our Dignity, Respect and Inclusion Policy.

What is the policy’s purpose? 

In the University environment, there is the potential for abuse of power or conflicts of interest to occur when intimate relationships between staff and students or between members of staff exist, particularly where one party has a supervisory or other responsibility over the other. 

The University expects that those in positions of power or trust will demonstrate appropriate behaviour in their interactions with students and staff and will give due consideration to what constitutes appropriate conduct. 

Specifically, the policy makes clear that those who work for the University must not abuse their position in any way, including (but not limited to): 

• making any form of sexual advance towards students
• pressuring students into intimate relationships
• engaging in any form of sexual harassment, coercive, controlling or predatory behaviour or any other abuse of power, for example promising or alluding to rewards or preferential treatment in return for favours, including those of a sexual kind and/or suggesting or threatening withdrawal of teaching and/or other forms of academic or other support if demands and/or sexual access are not granted by the student. 

Such behaviour constitutes serious or gross misconduct, which will be subject to a disciplinary investigation and could result in dismissal. 

Managing relationships in the workplace and learning environment 

The revised policy provides clearer guidance on how intimate relationships should be managed in the workplace and learning environment, especially where there may be a potential conflict of interest or power imbalance, in particular: 

• Clear boundaries around supervision: If an intimate relationship exists between a member of staff and a student, the staff member must cease any continued direct supervisory, assessment or pastoral role or any other responsibility (e.g. for the student's academic studies or personal welfare) where they are in a position of power and or trust in relation to that student. This also applies to a relationship between two members of staff where one has supervisory or other responsibilities in relation to the other. This is a firm requirement designed to protect both parties and uphold fairness and transparency. 

• Responsibility to declare: Staff are expected to immediately declare any intimate relationships with students or those that could give rise to a conflict of interest. This includes:
  • any intimate relationships between staff and students
  • relationships between colleagues where one has line management or decision-making responsibilities over the other.

These declarations help the University take appropriate steps to manage any potential risks and ensure that professional boundaries are maintained. 

Any staff member who becomes aware of an intimate relationship between a fellow staff member and a student is also expected to report this, as well as to report any related inappropriate behaviour. 

• Supportive process: A new secure online system has been introduced to make the declaration process straightforward and confidential. Information will be held securely by Human Resources and shared only where necessary and proportionate. 

• Prompt action: Once a relationship is declared, the University will work with the individuals involved to adjust reporting or supervisory arrangements as needed. 

• Ability to raise concerns: Anyone who has concerns about others can either use the electronic Notification form or make a report on a named or anonymous basis via Report & Support in order that this can be sensitively investigated and any appropriate safeguards put in place. 

New mandatory online training – to be completed by Friday 19 September 

The new Office for Students condition of registration, Condition E6, came into effect on Friday 1 August, introducing enhanced requirements for higher education providers to protect students from harassment and sexual misconduct. As part of these requirements, all staff need to undertake new mandatory online training. 

The training for staff, including those working at the University who are employed by third party contractors, must be completed by Friday 19 September; it will take around 45-60 minutes to complete. 

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