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The Supreme Court on Friday ruled that same-sex couples have a constitutional right to marry, meaning that same-sex marriages must be recognized nationwide. The ruling will have vast implications for employers, which until now have been operating under a patchwork of different state and federal laws governing the legal and tax treatment of same-sex unions. ... Companies that offer spousal health benefits and use a separate insurance company to fund their benefits will now be required to cover both gay and straight spouses. ... But companies that are self-insured, which means they assume the insurance risks for their own employees, a common practice among large companies, aren’t under the same legal constraints. (Silverman, 6/30)

As of Wednesday, public employers including Texas agencies, universities and schools will allow current and retired gay and lesbian employees to enroll their same-sex spouses in the same benefit programs and services available to opposite-sex couples. (Ura, 7/1)

The U.S. Supreme Court's decision last week to legalize same-sex marriage across the country will have mixed effects for same-sex couples when it comes to Medicaid. In Obergefell v. Hodges, the court ruled 5-4 that same-sex marriage is a fundamental right guaranteed by the 14th Amendment. Prior to the ruling, same-sex marriage only was allowed in 37 states and the District of Columbia. Experts say the ruling will affect coverage rules for both Medicaid medical and long-term-care benefits. (Dickson, 6/30)