Fourteen months after the Supreme Court enshrined same-sexmarriage as a right, many LGBT Americans are still unaware of theeffect the ruling has had on their health and retirementbenefits.

Related: Most LGBT employees haven't changed benefits sincegay-marriage ruling

A comprehensive survey by Radnor,Pennsylvania-based LincolnFinancial Group about trends in employer-sponsored benefitsfinds that most LGBT employees didn’t look into whether the SupremeCourt ruling affected the benefits available to them and theirpartners.

“Our research shows still only about a third of those in theLGBT community have taken the time to actively reassess or changetheir benefits selections, which is about what we would expectaround this point, given how complex many of these decisions aregoing to be,” Eric Reisenwitz, who heads the group benefitsdivision at Lincoln Financial, told Plan Sponsor.

In fact, half of LGBT employees told Lincoln that they were notsure about what effect, if any, the ruling had on theirbenefits.

Employers have long been ahead of politicians on the issue ofmarriage equality. Many businesses, particularly those withnational or international reach, began offering benefits toemployees in domestic partnerships years before same-sex marriagewas legalized in many states. Such benefits were recognized as animportant recruitment and retention tool as well as a good way toimprove or maintain the company’s public image.

Related: 5 things to keep in mind for LGBT employees andspouses

A 2015 survey of Fortune 500 companies by the Human Rights Campaign, aWashington, D.C.-based LGBT rights advocacy group, found that thegreat majority had in place workplace and benefits tailored to LGBTemployees. Eighty-nine percent had policies that explicitlyprohibited discrimination based on sexual orientation, two-thirdsprohibited discrimination based on gender identity and two-thirdsprovided health insurance to domestic partners.

According to a Wall Street Journal legal analysis last year,employers that contract with outside insurers to provide healthbenefits would be legally barred by the court ruling to distinguishbetween same-sex spouses and opposite-sex spouses for the purposeof benefits.

Self-insured employers might be able to make that distinction,but again, most self-insured businesses are large, internationalcompanies that have likely been offering LGBT-friendly benefits foryears.

As a result of both the finality of the Supreme Court decisionand most employers’ support for LGBT benefits, there have not beenany meaningful legal battles prompted by the business community onthe issue.

If anything, the court ruling made things easier for manyemployers that were already offering domestic partnership benefits.Such companies that were operating in states without legalprotections for same-sex couples often did not enjoy the same taxbreaks for the benefits they offered to the partners of gayemployees.

Related: LGBT Americans more likely to beuninsured

However, there are clearly still plenty of LBGT workers in thedark. As a result, states the Lincoln Financial report, it’s in acompany’s interest to make sure they know what is available to themand their loved ones.