Ten years have passed since the Supreme Court of the United States granted all same-sex couples the right to marry and have their marriages recognized nationwide. In the decade since the Supreme Court’s landmark decision, protections for LGBTQ+ employees in the workplace continue to evolve, including the Supreme Court’s subsequent decision in Bostock v. Clayton County and the current administration’s enforcement priorities related to gender affirming care.

Quick Hits

• June 26, 2025, marked the tenth anniversary of the Supreme Court’s decision recognizing same-sex marriage nationwide.
• The Obergefell v. Hodges decision had important legal implications for employers’ benefit plans.
• Existing federal law bans discrimination in hiring and firing on the basis of gender identity and sexual orientation, while twenty-two states and Washington, D.C., also have laws banning workplace discrimination and harassment based on sexual orientation or gender identity.

Ten years ago, the Supreme Court decided in Obergefell v. Hodges to give all same-sex couples in the United States the right to marry. The case arose from challenges to Michigan, Kentucky, Ohio, and Tennessee laws that banned same-sex marriages and refused to recognize legally valid same-sex marriages performed in other states.

The Court answered two questions. First, does the U.S. Constitution’s Fourteenth Amendment require states to license a marriage between two people of the same sex? Second, does the Constitution require...

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