The media is lit up over the recent Hobby Lobby case regarding the Affordable Care Act’s mandate to cover contraception in employer-sponsored plans. Articles and editorials span everything from the political ramifications to the implications for employers. For large, publicly traded companies, nothing has changed: Corporations aren’t affiliated with a specific religion and won’t be allowed a religious exemption to ACA or any other employment law.
We’re disappointed with the Supreme Court ruling, that Hobby Lobby—and other similar “closely held” employers—may opt out of the Affordable Care Act’s requirement to provide contraceptive coverage to female employees by citing company leaders’ religious beliefs.
Access to birth control is an important tool in a woman’s ability to effectively manage her health, finances, family and life. Further, providing contraceptive coverage as mandated under the Accountable Care Act serves our common good. We stand with Justice Ginsberg, who in her dissent, wrote, "The exercise of religion is characteristic of natural persons, not artificial legal entities."
The legal arguments and the implications are expertly analyzed across the media. Here are several that summarize the highlights and the finer points.
As always, it is our fervent hope that benefits professionals and their fellow leaders will be led by a desire to create the best outcomes for their employees. When we look for ways to support health and financial security, benefits design decisions add tremendously to the greater good. Access to birth control does both and should be a common sense part of every health plan.
Jennifer Benz, SVP Communications Leader, has been on the leading edge of employee benefits for more than 20 years and is an influential voice in the employee benefits industry.
