The trend among large employers has been to maintain domestic partner benefits: 77 percent of organizations with 10,000 or more employees offer health care benefits to same- and opposite-sex domestic partners. (Photo: Shutterstock)
Relationships and the definition of “family” continue to evolve. Coupling decreasing traditional marriage rates with increasing frequency of common law marriage, domestic partnerships, civil unions, and single-parent homes, employers are now facing a decision on how to address the extension of benefits both from an HR administration and company culture perspective.
To navigate the changing landscape, benefits managers should consider the following guidelines to create a clear benefits administration framework and maximize the program's success.
Recommended For You
Complete your profile to continue reading and get FREE access to BenefitsPRO, part of your ALM digital membership.
Your access to unlimited BenefitsPRO content isn’t changing.
Once you are an ALM digital member, you’ll receive:
- Breaking benefits news and analysis, on-site and via our newsletters and custom alerts
- Educational webcasts, white papers, and ebooks from industry thought leaders
- Critical converage of the property casualty insurance and financial advisory markets on our other ALM sites, PropertyCasualty360 and ThinkAdvisor
Already have an account? Sign In Now
© 2025 ALM Global, LLC, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to [email protected]. For more information visit Asset & Logo Licensing.
