In a recent twist of events, ITV has shaken up its internal policies by mandating employees to open up about their workplace friendships, whether they're the coffee-break chitchat kind or something a bit more Netflix-worthy. As the curtains rise on this bold move, let's dive into the backstage drama!

One ITV employee boldly described this rollout as "properly mad" and who could blame them?! While it might sound like a page ripped from a wild TV series, there's some reasoning behind it. Rumour has it that the inspiration for this shift comes from the infamous Phillip Schofield scandal, where questions swirled about who knew what and when. Some say it's just the tip of the iceberg, potentially leading to "office awkwardness," but we believe there's more drama to unfold – think discrimination claims, constructive dismissals, privacy concerns, budget blowouts, workplace grievances, let alone the embarrassment factor.

Let's talk definitions. Any policy that's going to be enforced should have clear-cut boundaries, right? So, how do we define "friendship"? Is it solely based on shared interests and hobbies, or is it more about the emotional connection that transcends workplace banter? Does having each other on speed dial for weekend movie nights count, or do we need something more profound to distinguish a friendship? And is it a matter of common goals and dreams, or does it manifest in the spontaneous coffee breaks and office pranks that only close-knit colleagues share?

And as always, friendship is a two-way street. Someone may think of one of their work colleagues as their bestie, but secretly, that work colleague would prefer watching grass grow. So, let's say the first colleague spills the beans to HR about their "friendship" status, but the second colleague remains tight-lipped. Does this now become the employer's quest to solve this friendship mystery? If the employer launches an investigation, what's the game plan? Misinterpreting popularity is a common blunder, and while it's unfortunate, it's not unlawful. If someone mistakes their co-worker's indifference for something more, there are already policies and legal avenues for addressing it.

So, is requiring the disclosure of friendships practical or even worth the trouble? Probably not. The employer would have little use for this information, and it's a classic misstep in the data protection principle – collecting data that's genuinely needed. But what about when those friendships take a romantic twist? Maybe there's some merit in seeking this information to prevent harassment or favouritism. In theory, yes, but in practice, it's a maze of complexities. Imagine a spectrum, from a drunken one-night stand both parties instantly regret to a full-blown affair between consenting adults. And somewhere in between, you've got countless shades of grey. Now, who declares this budding romance, and what if the involved parties can't agree? Declaring a tryst that one partner wants to erase from memory can quickly lead to a sexual harassment claim – a sticky situation given that the employer's policy practically asks for it.

From a privacy standpoint, this policy deals with the most sensitive of data, a goldmine for hackers or disgruntled employees. For this data to be useful, it has to be known by multiple members of the employee's management – evaluations, pay, promotions, and more. But this raises the question of who should make the initial declaration. And what about outdated information? If you drift apart from a friend over time, how will the policy ensure that the data remains current? Imagine the embarrassment of learning that HR knew about your "unfriending" before you did!

The final curtain - ITV's intentions might be honourable, but this policy seems like a high-stakes, low-reward gamble. Most importantly, if someone is willing to lie about their workplace relationship, no policy can change that. So, if your company has been wondering whether to introduce something similar...this is a simple one, just don't do it as nothing good can come of it!