The office has always been a reliable place to meet a partner.A 2017 Career Builder survey found that as many as 41% of workers have dated a colleague — and that nearly one-third of those relationships ended in marriage."Ambiguous" responses — like "I'm busy," or "I can't that night" — count as a "no," Heidi Swartz, Facebook's global head of employment law, told The Journal.

Even after a relationship starts at work, certain rules still apply.

As Business Insider previously reported, you and your partner should get on the same page about what you'll do if rumors start to spread — or if you break up.

Consider, too, what you'll do if things work out: Will one of you leave the company to avoid the relationship interfering with work?

As Lynn Taylor previously told Business Insider, if "love happens to strike at work, don't make a concerted effort to fight it at any cost.

And you can indeed have a policy that requires one of the parties to move on if a relationship happens.

What’s not legal, though, is to always have women be the ones who have to leave.

Two of my coworkers have warned me to be careful, as there have just been rumors of people in the past possibly having relations and the woman was always the one to be terminated.

It is indeed legal to prohibit dating between coworkers (with a few exceptions, such as in California, where courts have ruled that the state constitution provides broader privacy protection in employment matters).

The employer can act on its suspicions and circumstantial evidence.” This is basically the same as if your employer suspected you of violating any other policy (or even doing something they didn’t like, whether prohibited by a policy or not): If, for instance, your employer suspected you of being rude to clients or watching too much You Tube at your desk, they wouldn’t need to present you with evidence. In this case, though, Bryan goes on to say that they’d still be wise to only act if they have solid evidence: “Acting on flimsy suspicions would only serve to alienate employees, lower morale because they fear ‘big brother’ is prying into their personal lives, and risk losing good and loyal employees without a good reason.

If an employee was let go under this policy without solid evidence and that employee came back and alleged the real reason for the discharge was gender, race, age, etc., then the employer would have a weak defense since its ‘legitimate business reason’ for the termination was so flimsy.” So there are the facts on legality. From the employer’s side, there are all kinds of reasons not to want couples in your organization — but banning dating upon penalty of firing is a very old-fashioned policy and out of touch with how most modern workplaces operate.

"Be ready to give the person an easy out if they're not interested," one expert told Huff Post.