Some employers are satisfied with the partners signing a written statement of their relationship. Some employers may require proof of some financial relationship, such as a joint lease or mortgage or copies of tax returns showing a financial interdependence. Whatever documentation is required must be germane to the issue of validating a domestic partnership, or it could lead to claims of invasion of privacy. However, most public attention involving domestic partner benefits involves employers that offer health insurance coverage to domestic partners. This is a decline from 13 percent in 1997.
Many employers have a formal policy against discrimination on the basis of sexual orientation.
The decision to offer domestic partner benefits communicates to employees that the employer is committed to its stated policy. In today's tight labor market, designing a benefits package that appeals to a diverse work force enables an employer to maintain a recruitment edge and communicates that the employer values a diverse work force. Employee morale and productivity has been found to improve in work environments where individuals believe the employer demonstrates that it values its employees. This is the primary concern for employers, especially with regard to health benefits, since extending coverage to more individuals increases the cost of health benefits. Many employers, in the planning stage, had anticipated an enrollment rate of 10 percent.