Minnesota Domestic Partner Benefits laws & HR compliance analysis

Minnesota Domestic Partner Benefits: What you need to know

Effective August 1, 2013, the Minnesota Domestic Relations Law legally recognizes a civil marriage between any two persons, regardless of gender (MN Stat. Sec. 517.001 et seq.).
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The law requires gender-specific terms in state laws, such as "husband" or "wife," to be construed in a gender-neutral manner when necessary to implement the rights and responsibilities of spouses or parents in a same-sex marriage.
To be a lawful civil marriage in Minnesota, a license must be obtained, and the marriage must be solemnized by an authorized person in the presence of two witnesses.
Clergy members are not required to solemnize a civil marriage, and churches and other religious associations are not required to provide goods or services at the solemnization or celebration of any civil marriage.
Civil marriages are prohibited between certain family members, including ancestor and descendant, siblings, and first cousins.
The U.S. Supreme Court issued a decision in 2015 legalizing same-sex marriage in all states and requiring all states to recognize same-sex marriages legally performed in other jurisdictions (Obergefell v. Hodges, No. 14-556 (6/26/15)).
The Minnesota Human Rights Act prohibits all employers from discriminating on the basis of sex, marital status, or sexual orientation (includes transgender identity) (MN Stat Sec. 363A.03 et seq.).
Health insurance. Self-funded health insurance plans governed by the Employee Retirement Income Security Act (ERISA) are subject to federal law.
The U.S. Supreme Court has struck down as unconstitutional Section 3 of the federal Defense of Marriage Act (DOMA), which defined marriage as only between a man and a woman (United States v. Windsor, 133 ...

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Minnesota Domestic Partner Benefits Resources

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