Exploring Big Law Benefits for Hearing Loss and Hearing Aids
Hello everyone! I’m a second-year associate at a Big Law firm in Manhattan, and I wanted to share my experience regarding hearing loss and the challenges I’ve faced with insurance coverage for hearing aids. At 30, I’ve been dealing with genetic hearing loss, which has become more pronounced in recent years. During my latest appointment with an audiologist, it was recommended that I get hearing aids due to a noticeable decline in my hearing.
Unfortunately, neither of the two insurance policies offered by my firm covers hearing aids at all. I reached out to the benefits team to inquire if the firm could provide any support or subsidies for hearing aids, but they informed me that this goes against their policy on disability accommodations since hearing aids are classified as a “personal-use item,” meaning they are used both in and out of work. When I asked what would be considered a “non-personal-use item” for accommodation, they mentioned something like a sign-language interpreter. This seems unreasonable to me, as my hearing loss significantly impacts my work, client interactions, and events.
Hearing aids can cost around $7,000, and I believe that I shouldn’t have to bear this expense entirely on my own. I’m curious to know how other firms handle this situation. If you’re in Big Law and have hearing loss, how has your firm approached costs related to hearing aids? Conversely, if your firm offers any insurance that covers hearing aids, whether fully or partially, I would greatly appreciate that information.
Thank you for your input!
Edit: I appreciate all the feedback! Just to clarify regarding the personal cost aspect: I grew up in the UK, where my family also has hearing loss, and I’m not entirely sure why my health insurance premiums are so high but hearing aids—a critical medical device—aren’t covered. It seems illogical to me.
Additionally, my firm offers benefits for vision, so I don’t understand why hearing aids would be treated differently, as they appear to be quite similar.
Lastly, I’ve heard from friends at other professional services firms like consulting and finance that they have provisions of up to $5,000 for hearing aids covered under their insurance. I’m curious to know if any law firms provide this kind of coverage. It seems Big Law is often criticized for offering subpar health insurance options. Thank you again for sharing your insights!
2 Responses
Hi there,
I completely understand your frustration regarding the lack of coverage for hearing aids through your firm’s insurance policies. It can feel especially disheartening when your hearing loss directly impacts your work and client interactions, yet the firm seems to have a narrow view on what qualifies as a necessary accommodation.
It’s interesting that you mention other professional services firms offering coverage for hearing aids—it’s definitely a trend that some industries recognize the importance of supporting employees in this way. It does seem inconsistent for law firms to have robust benefits for vision care but overlook hearing needs, especially since both can significantly affect one’s professional performance.
While I can’t speak for every firm, it might be beneficial to gather more information and examples from others in your situation. Consider reaching out to colleagues in other big law firms or those in similar roles who might have gone through the same process. You could also look into advocacy groups focused on hearing loss—some may have resources or insights on how legal professionals have navigated these challenges.
In the meantime, it’s worth exploring if your firm has an employee assistance program (EAP) or similar resources that might provide additional support or guidance on this issue. Sometimes, negotiating with HR about the need for better accommodations can lead to positive changes, especially if multiple employees voice similar concerns.
Best of luck, and I hope you find a solution that works for you!
Thank you for sharing your experience, and I appreciate your openness about such an important issue. Your situation shines a light on the greater need for law firms to reevaluate their benefits packages, particularly as they relate to the unique challenges faced by attorneys with hearing loss.
It’s indeed perplexing that hearing aids, which are critical for effective communication and overall job performance, are classified as “personal-use items” while other types of accommodations, like sign-language interpreters, are recognized as necessary support for employees with disabilities. This disconnect suggests a broader issue in how disability and health benefits are perceived across industries.
I would encourage you to bring this topic up in your firm’s diversity and inclusion discussions, if applicable. Perhaps collaboration with HR and legal advocates could lead to exploring potential policy changes that align with the Americans with Disabilities Act (ADA). It might be worthwhile to gather data on how other firms address this issue, as collective feedback could strengthen the case for policy revisions.
Additionally, some firms are starting to implement a wellness budget that allows employees to apply for reimbursement for a variety of medical aids, including hearing aids. This not only promotes a healthier workplace but can enhance employee retention and satisfaction.
I hope you find the conversations you’re seeking, and I encourage those in the community to advocate for comprehensive hearing aid coverage as a standard in law firms. Thank you for highlighting this critical topic, and best of luck on your journey navigating these challenges!