It’s been a year since the Supreme Court enshrined same-sex marriage as a right in all 50 states, but employers still have work to do to make sure their LGBT employees are aware of the benefits available to them and their partners, a new study suggests.
A survey conducted by Radnor, Pennsylvania-based Lincoln Financial Group of 314 LGBT employees found that just over half say they would like to speak to an expert about the benefits available to them because of the court ruling. Why? Because half of them say they are not aware what way, if any, the landmark decision, Obergefell v. Hodges, had on their benefits.
“When we have a major legal change like this, employers need to proactively educate their employees on its effects,” said Lisa Buckingham, chief human resources officer at Lincoln Financial Group. “If we can help an even greater percentage of LGBT employees understand the ruling’s implications, they will be able to truly get the most value out of their benefits packages and take charge of their financial futures.”
To be clear, many of those who voiced uncertainty about the effect of the ruling on their workplace likely work for companies that didn’t have to change their benefit policies. Many employers already offered spousal benefits to workers in committed same-sex relationships for years before the ruling.
Particularly for national or international employers, offering domestic partner benefits whether or not state governments recognized same-sex marriage was seen as an important recruitment and retention tool, as well as beneficial in terms of public relations.
In the past year, only 11 percent of LGBT employees said they had enrolled in a new medical plan. Seven percent have made changes to their retirement plan.
A larger percentage have at least considered making changes to their plans, however. Twenty-eight percent said they had taken another look at what benefits are available to them.
The poll also found that LGBT workers voice a greater interest in additional benefits, such as long-term or short-term disability, than the average employee. Twenty-seven percent of LGBT workers who are not currently enrolled in a disability insurance plan say they plan to sign up in the future, compared to 13 percent of the general employee population.
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