Many employers subsidize all or a large portion of health, dental, vision, and other benefits for spouses and families of married employees without giving similar compensation to unmarried and/or childless workers in some other form. Recently the Supreme Court, in Obergefell v. Hodges held that the recognition of same sex marriage is a fundamental right guaranteed by the Constitution. Once married, your spouse and family are entitled to your employee benefits including health insurance. Denying benefits solely because you are married to a person of the same sex violates federal law. Additionally, some states have domestic partnership laws which provide the basis for some companies to provide equivalent benefits to unmarried couples who meet the state's partnership or civil union requirements. At the federal level, since the Supreme Court struck down Section 3 of the Defense of Marriage Act (DOMA), employers were already required to provide benefits for both opposite sex and same sex married couples and their children. That decision, however, only protected Federal employees, and did not require states to change their own discriminatory laws. Now, under Obergefell employee benefit plans, are required by the Constitution to treat same sex and opposite sex married couples equally. Prior to the Obergefell decision, many employers, even in states where same sex marriage was illegal, had already extended employee benefits to domestic partners of gay employees since they did not have the option to legally wed. And many employers extended those benefits to opposite sex couples as well. In fact, 66 percent of Fortune 500 companies offered domestic partner benefits to employees prior Obergefell. Since same-sex marriage is now the law and same sex spouses are now afforded the same employee benefits as opposite sex spouses, it is unclear whether those companies will continue offering domestic partner benefits. Some companies may continue to offer domestic partner benefits. But others, including Verizon, Delta Air Lines, IMB and Corning, have already, or will soon give their employees a time frame to marry or lose their partner's benefits, thus replacing domestic benefits with spousal coverage. Human rights advocates are encouraging employers to keep domestic partner benefits for everyone. Some groups suggest the best way to handle domestic partnerships is to implement cafeteria-style benefits programs in which all workers, regardless of marital or familial status, receive the same amount of credits to be used for benefits. Giving domestic partner benefits to same-sex and heterosexual unmarried couples also helps eliminate discrimination against unmarried workers who have a partner. Some companies have adopted an "extended family" benefits program to fairly compensate unmarried employees who live with a dependent adult blood relative. If you feel you have been treated unfairly due to your sexual orientation, or marital or familial status, you may wish to explore with your employer's personnel or human resources department whether additional options are currently available or under consideration, and discuss with other workers whether they also object to the difference in benefits.