As you are likely aware, a short time ago, the United States Supreme Court ruled that same-sex couples have the right to marry anywhere across the United States. Prior to the ruling, 36 states and Washington D.C. allowed same-sex marriages. Now, the 14 states that have bans will be forced to lift them.
You can read the full Obergefell v. Hodges decision here.
This ruling is game-changing on a number of different levels socially and politically, but we’d like to point out that many employers will be impacted by this decision as well and should be prepared.
The most notable change will be evaluating your spousal eligibility in all areas of employee benefits. In addition, leave policies including but not limited to FMLA compliance will need to be reviewed. Dust off those policies and start re-reading them to pinpoint what changes need to be made.
Latest posts by Teri Weber (see all)
- Let’s Give Them Something to Talk About - February 11, 2019
- 5 Potential Pitfalls of Voluntary Benefits & How to Avoid Them - September 19, 2017
- New Limitations on Short-Term Healthcare Policies: What You Need to Know - November 15, 2016
- Supreme Court Legalizes Same-Sex Marriage Nationwide: The Employer Impact - June 26, 2015
- Should You be Considering Self Funding Your Health Insurance Premiums? - June 23, 2015