Business Implications
Businesses that offer domestic partner benefits enjoy a competitive edge and re-enforce diversity and non-discrimination policies and initiatives.
Domestic partner benefits are good for business.
- Domestic partner benefits provide an inexpensive (1-3 percent increase in benefits cost) enhancement to the overall employee compensation package, and have become one of the hallmarks of progressive companies that value diversity.
- Domestic partner benefits are an important step toward equal pay for equal work.
- Benefits comprise nearly 20 percent of overall compensation.*
- Without domestic partner benefits a significant portion of overall compensation, in the form of spousal benefits, is unavailable to gay, lesbian, bisexual and transgender workers.
- Domestic partner benefits are an easy way to obtain a competitive advantage for talent and to drive recruitment and retention of dedicated employees. If one purpose of a benefits program is to provide a safety net for employees and their families, thereby enabling employees to focus more on their work, then a plan that does not include domestic partner benefits ignores a significant portion of the workforce.
- Offering domestic partner benefits ensures an employer is prepared for changing relationship-recognition laws for same-sex couples across the United States.
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