So this very topic just hit me here at work. I have an associate who is lesbian, in a long-term committed relationship (20 years+). Her partner had a heart attack over christmas that caused massive damage, and the doctors told her there is nothing they can do. So she took some time off this week to arrange for hospice for her and get some legal things taken care of, such as power of attorney. In the meantime, we had her apply for FMLA since she would undoubtedly be missing work, and that would ensure her job was protected and she had the time she needs, even though I knew the outcome of the request. My company allows the associates to choose to use their vacation time if they want, or to take unpaid time, when using their FMLA, and this would also protect her from burning through all of her vacation taking care of a loved one so she doesn't get fired later in the year due to attendance issues. But, of course, since they cannot be legally married (even though they had the ceremony performed at one point, it ain't legal), her FMLA was denied. Now I have a very solid associate with a devastating life situation that runs a real risk of losing her job, all because she chose to love and be loyal, for over 2 decades, to someone of the same sex.
Of course, I am bucking the trend, and flipped HR the bird, and we are granting her intermittent leave as needed to take care of this situation, but that decision isn't popular because it sets a precedent. But it is the right thing to do.
That's brutal.
For all we know they could have the strongest emotional bond in human history. Meanwhile, the guy who has beaten his wife for thirty years will have no problems getting leave under the circumstances. Obviously, these are the most extreme scenarios, but even if all things are equal it's still dumb.