Can you add someone to health insurance if not married

By: Stephanie Faris | Reviewed by: Ryan Cockerham, CISI Capital Markets and Corporate Finance | Updated March 06, 2019

At one time, couples married before moving in together. As society became more progressive, however, it was no longer necessary to say “I do” before sharing a home or even having children. In fact, an analysis of census data found that 18 million adults were living with an unmarried partner in 2016. That number is 29 percent higher than in 2007, when only 14 million were living together without legal paperwork. That being said, splitting a monthly mortgage payment isn’t the only benefit of living with a romantic partner. You may be able to share a health insurance plan.

Tip

Shared health insurance plans may be unavailable to unmarried domestic partners, although specific eligibility is determined by employers and government policy alike.

Insurance Through Your Employer

Until recently, domestic partners had a tough time trying to convince an employer to let them add a loved one to their health insurance. This often wasn’t even entirely the business’ fault. Health insurance plans were set up to allow only spouses and children. But an increasing number of corporations have begun allowing employees to add domestic partners, along with some state and city governments. Even in cases where domestic partners aren’t allowed on health plans, employers occasionally agree to add these parties to the business’ plan, as long as the employee is willing to pay the full amount of the premiums for the nonspouse.

Don’t expect your employer to add your domestic partner without questions. Understandably, businesses and insurers want to make sure people aren’t simply adding roommates and friends. The Human Rights Campaign recommends employers request proof of the relationship that can include municipal domestic partnership registration, a state civil union license, a marriage license from another country or other proof. If employees are reluctant to secure government paperwork, the employer can create its own partnership affidavit for the worker to sign.

The 2015 legalization of same-sex marriage has complicated matters, however, since requiring proof of marriage no longer eliminates same-sex couples who wouldn’t have previously been able to marry. One study found that in 2016, 48 percent of employers were providing benefits to same-sex domestic partners, down 11 percent from 2014.

On the Health Exchange

If you’re among the nine million Americans on the federal health exchange, you’ll likely be concerned about its views on domestic partners. When signing up for coverage, you’ll be asked who is in your household. You’re only supposed to include a domestic partner in this if you share a child together or if you plan to claim this person as a tax dependent.

It’s important to note that this is set up to steer you toward the best plan for your situation, not to make things more difficult for you. To include someone in your family plan, they’ll need to show that they are dependent on you financially. Otherwise, your domestic partner may be better off simply signing up for the exchange separately.

Other Important Considerations

Just because you can add a domestic partner to your health insurance, that doesn’t necessarily mean it’s the best option for you. If your partner works, their employer may provide benefits that are better, whether or not their employer will allow you to be added. It’s important to price each option before automatically adding your loved one to your insurance.

It’s also important to note that if you lose your job, your domestic partner will lose benefits, as well. COBRA, which stands for the Consolidated Omnibus Budget Reconciliation Act, only covers you for a designated period of time after you leave your employer. However, this would be the case if you were married, as well.

You should also know there are tax repercussions for having your domestic partner on your health plan. Instead of being filed under pretax income, the premium your employer pays on your domestic partner will be considered taxable income. This wouldn’t be the case if you opted to slide a wedding ring on your finger.

If you have health insurance, it's usually no problem to provide added coverage for your spouse. With domestic partners, it depends on the employer. Many companies won't grant your unmarried partner, straight or gay, the same benefits a spouse gets automatically. If you don't know your company's policy, ask your employer's HR department for the facts.

Domestic Partners

Since 1982, when the "Village Voice" became the first private employer to offer domestic-partner coverage, thousands of companies and many state and local governments have provided health insurance coverage to domestic partners. Some employers only offer coverage to same-sex domestic partners. The thinking is that if heterosexual couples wants insurance coverage, they should go ahead and get married. The majority of employers who offer domestic-partner coverage extend it to both straight and gay couples, however.

Qualifying

If you share benefits with your spouse, you can show your employer's human relations department your marriage certificate to prove his status. When you apply on behalf of your domestic partner, HR will probably want an affidavit swearing to your status. Typically the affidavit requires you to confirm that the two of you live in the same house, that you've done so for six months or more and that you share responsibility for living expenses. You can share responsibility without splitting them down the middle.

Making Waves

If you want domestic-partner coverage and your employer doesn't offer it, work with other employees to make a case for change. The Alternatives to Marriage Project website links to several guidebooks on how to persuade your employer to change company policy. Some opposite-sex couples at companies that only grant benefits to same-sex arrangements have tried suing, claiming discrimination. As of late 2012, that hasn't been a winning tactic: No judges have sided with the plaintiffs.

Limitations

As of 2010, you can also cover your adult children under your policy, at least until they turn 26. Before the passage of the Affordable Care Act, it was legal for employers to cut off kids' coverage once they turned 18 or 21, and many health plans did so. Under the new law, your kids can get coverage even if they don't live with you and you don't claim them as dependents. It also doesn't matter whether you give them any other financial support. Some employers say they're increasing plan rates for employees who register multiple dependents.

References

Resources

Writer Bio

A graduate of Oberlin College, Fraser Sherman began writing in 1981. Since then he's researched and written newspaper and magazine stories on city government, court cases, business, real estate and finance, the uses of new technologies and film history. Sherman has worked for more than a decade as a newspaper reporter, and his magazine articles have been published in "Newsweek," "Air & Space," "Backpacker" and "Boys' Life." Sherman is also the author of three film reference books, with a fourth currently under way.

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