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Lines between professional and personal lives are blurrier than ever, partly for practical reasons — even post-recession, most of us are still — and partly for cultural ones.

At thriving creative and tech companies, where employees are given dormlike amenities like yoga classes and cocktail hours, it seems almost silly to draw the line at dating.

“My options sometimes feel like it’s either work or Tinder,” one friend recently said to me, only half joking.

She, like a lot of professional women in their twenties, is focused on making serious strides in her career before she has to make tough decisions about marriage and kids.

That is to say, the employer does not need admissions from the employees, or explicit emails, or video evidence.

If indeed that’s how your company does it, that’s sex discrimination and is illegal.

(Or at least it’s illegal if your company is big enough to be covered by federal discrimination statutes — meaning that it has 15 or more employees.) As for the question of whether they need reasonable suspicion, employers don’t generally need “proof” before taking disciplinary action against employees in matter, but because the issue of romantic relations is a sticky one, I turned to employment attorney Bryan Cavanaugh to weigh in.

If there are not policies, should there be set guidelines?

These are still questions that many companies are trying to answer.