For many years, employees were treated as equals, and benefits would work on the assumption that everybody was the same. Today, this area is improving, and employees are starting to feel like they’re being treated as unique individuals - this is excellent news. For example, one recent addition has been same-sex benefits.

Improvements in Same-Sex Benefits

Before we go any further, we should note that things are improving for those in same-sex relationships. Back in 2015, the Supreme Court decided that same-sex marriages would have more access to survivor and spousal benefits. On a state level, couples would have 81 different options when claiming Social Security benefits. What’s more, the website now has a fantastic calculator so that ALL couples can make sense of their claiming strategy and make wise decisions.

For the Social Security Administration, same-sex marriages are recognized across all states. When determining Medicare and Social Security benefits, this is essential. What’s more, the recent changes have also expanded to include some domestic partnerships and civil unions. Whether you’re an employee or an employer who wants to help an employee, now is the time to act. With so many changes in recent years, it’s essential to continually keep thinking about financial planning to ensure the best path is chosen.

Implementing Benefits for Employees

More businesses are becoming socially conscious, and as an employer, you have a responsibility to offer benefits to employees. Sometimes, these benefits are actually what draws talent towards your company over the competition. Especially if you can’t afford to compete with others in your niche, you might still get high-quality talent by offering the right benefits. These days, same-sex benefits fall into this conversation.

Depending on your state, it’s time to bring your policies into the 21st century and ensure that ALL employees have the benefits they need. For example, you might have bereavement leave for couples, and this should be available for same-sex marriages just as it is for other marriages. Furthermore, when employing new talent, all policies should read equally. Rather than referring to ‘husband’ or ‘wife’ when drawing up a plan for an individual, simply put ‘spouse,’ and this will cover their relationship, regardless of sexual orientation.

Elsewhere, you may need to update retirement, insurance, and pension plans. With this in mind, you need a conversation with employees if they want to update their beneficiary for insurance purposes. Even with something simple like contact information, it’s time to implement equality with regards to same-sex marriages in the workplace, and it’s something you can start today.

At this point, we should note that same-sex spouses are protected under the laws on marital status discrimination. Also, it can affect things like health coverage, tax, and other areas of the business. If you’re having trouble understanding same-sex benefit options and how you can update your policies in the right way, feel free to contact a third-party specialist. In case you didn’t know, there are some innovative, forward-thinking, online HR companies like Paycom that can take care of all this for you. Meanwhile, you concentrate on pushing the business forward and keeping employees working efficiently.


Do you want to update health coverage, family and medical leave, income tax, and other areas of your business to include same-sex marriages? Now is the time to get started. By doing this, you show that your business is inclusive of everybody, and this is a beautiful trait. If you have questions or need help, it’s easy to find with the number of quality services available. For the most part, no federal law prohibits or requires rights to health coverage, so it’s something you need to implement yourself!