Workplace romance (WR) is a recurrent phenomenon in organizations and can significantly impact employees perceptions of organizational justice, as it involves issues of impartiality, favoritism, and the balance between institutional control and individual autonomy. This study investigated how HR policies influence such perceptions through a single case study conducted in a private company in the automotive sector, interviewing employees who had experienced or observed romantic relationships in the workplace. The methodology was based on semi-structured interviews and content analysis to identify perception patterns and organizational impacts resulting from the company s policies. The findings indicate that WR management policies can directly affect employees sense of organizational justice: restrictive policies may lead to dissatisfaction and a feeling of excessive control, while more flexible or lenient approaches, which take context into account and ensure transparent communication, tend to be perceived as fairer. Furthermore, clarity in policy enforcement, the timing of policy communication, and consistency between organizational discourse and practice are also critical factors. Academically, this study contributes to expanding the discussion on WR impacts through the lens of organizational justice, a topic still underexplored in Brazil. Managerially, it provides insights for developing more effective HR policies that are culturally sensitive and capable of reducing perceptions of unfairness and their negative effects on organizational climate.