The Society for Human Resources Management (SHRM) has published information on how companies may change benefits following the Supreme Court’s June 24 decision to overturn Roe v. Wade.
SHRM surveyed 1,003 HR professionals from May 24 to June 7, following the leak of the draft decision in early May, and asked how they might improve benefits if Roe were overturned. The responses indicate that many employers may not make any changes. For example, employees can use HSA funds to cover travel expenses to receive reproductive care in another state, but 87% would not change employer contributions. And 7% or less are thinking about offering additional benefits, such as PTO or relief funds for employees to access reproductive care.
Find SHRM resources on navigating Roe v. Wade in the workplace here.