Same-Sex Benefits Are Here To Stay: Are Your Retirement Plans In Compliance?

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It is clear that for federal purposes such as tax withholding, ERISA, and the FMLA, employers must recognize same-sex marriages even if the same-sex partners live in a state that does not recognize them.

United States Employment and HR

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Kytle Frye's

article "Same-Sex Benefits Are Here To Stay: Are Your Retirement Plans In Compliance?" was featured on HR.BLR.com on July 9, 2014.

It is clear that for federal purposes such as tax withholding, ERISA, and the FMLA, employers must recognize same-sex marriages even if the same-sex partners live in a state that does not recognize them. Employers are scrambling to verify the status of same-sex marriages and review and revise benefits and polices governed by federal law to make sure they meet legal requirements.

Kytle provides insight on a few issues employers should now consider:

Qualified plans
FMLA
Federal tax laws
State tax laws
Welfare benefit plans
Domestic partners

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The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

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