In June 2025, Rhode Island became the first state to enact legislation explicitly requiring employers to provide reasonable accommodations for employees experiencing menopause-related conditions.
Since then, Connecticut, Illinois, and Philadelphia have followed suit, and other states have proposed legislation.
Why this matters for organizations that operate across multiple states.
Don't assume your headquarters determines your legal obligations. Imagine your headquarters are in Texas but you have employees in Philadelphia.
Your national employee handbook, accommodation policy, and process for handling employee requests might not meet Philadelphia's requirements.
This raises several questions:
Does your accommodation policy meet the requirements in every jurisdiction where you employ people?
Are your managers familiar with the laws applicable to their employees?
Do your employee notices reflect local requirements?
Does your HR team know when a request needs to be handled differently under state or local law?
So, what should employers be doing now?
Step 1: Know which laws apply to your employees.
The first challenge for multi-state employers is knowing which menopause workplace laws are applicable to them. Currently, there are four key jurisdictions.
Rhode Island: Effective as of June 24th, 2025
Rhode Island amended its Fair Employment Practices Act to include menopause-related conditions within its existing pregnancy and childbirth accommodation framework.
Employers must reasonably accommodate employees and prospective employees experiencing menopause-related conditions unless doing so would create an undue hardship.
Examples of accommodations include more frequent breaks, modified work schedules, changes to equipment or seating, and temporary transfers to less strenuous duties.
Employers must also provide written notice of these rights and display the required workplace notice.
Illinois: New requirements effective January 1, 2027
Illinois enacted the Illinois Menopause Equity and Care Act in 2026.
The legislation incorporates menopause-related conditions into the state's existing pregnancy accommodation framework under the Illinois Human Rights Act.
It also expands the examples of reasonable accommodations to include flexible scheduling, modified working hours, and temperature- or climate-adjusted workspaces.
Employers must also review their employee handbooks and workplace notices to ensure they include the relevant protections.
Philadelphia: New requirements effective January 1, 2027
Philadelphia amended its Fair Practices Ordinance to explicitly address menstruation, perimenopause, and menopause.
Employers must provide reasonable accommodations when symptoms substantially interfere with an employee's ability to perform one or more job functions, provided the employee requests an accommodation and it does not create an undue hardship.
Potential accommodations include:
Flexible breaks.
Temperature adjustments.
Changes to dress codes.
Modified working arrangements.
Other reasonable adjustments to the workplace.
The ordinance also includes protections against discrimination and retaliation. It applies to employers with employees working in Philadelphia, including smaller businesses.
Connecticut: Effective October 1, 2026
Connecticut amended its Fair Employment Practices Act to explicitly include menopause-related conditions in its workplace accommodation requirements.
Employers must provide reasonable accommodations for employees and prospective employees experiencing menopause-related conditions unless doing so would create an undue hardship.
The legislation also requires employers to:
Provide written notice of menopause-related accommodation and discrimination protections to new employees when they start.
Provide notice to existing employees.
Provide notice within 10 days when an employee notifies the employer of a menopause-related condition.
Avoid denying employment opportunities or retaliating against employees for requesting accommodations.
Connecticut's Commission on Human Rights and Opportunities must also develop a model workplace policy and educational materials for employers and employees.
Step 2. Understand that existing laws also apply to menopause.
Even if your business isn't operating in a state with specific menopause legislation, it doesn't mean you don't have obligations. Existing employment and disability protections may already apply.
The Americans with Disabilities Act (ADA), for example, requires covered employers to provide reasonable accommodations to qualified employees with disabilities unless doing so would create an undue hardship.
Some menopause-related conditions may qualify as disabilities under the ADA, depending on their severity and impact on major life activities.
California and Washington are useful examples.
California considered AB 1940 in 2026, which would have explicitly addressed menopause in the state's employment discrimination framework. Governor Gavin Newsom vetoed the bill in September 2026.
However, existing protections under California's Fair Employment and Housing Act and federal disability law may still apply to employees whose symptoms meet the relevant legal criteria.
In Washington, existing protections under the Washington Law Against Discrimination and federal disability law may also apply, depending on the employee's circumstances. Washington's 2026 executive order additionally addressed menopause equity and accommodation guidance for state agencies.
Step 3: Implement menopause workplace policies proactively
Don't have to wait until legislation requires it to introduce menopause workplace policies. Starting now has several advantages.
You have time to get it right.
Rather than rushing to update policies when legislation takes effect, you can review existing procedures, consult legal counsel, train managers, and establish a consistent process for handling accommodation requests.
You create consistency across your workforce.
A national menopause workplace policy can establish a common standard of support, even where local legislation differs. You can then incorporate additional requirements where specific jurisdictions require them.
You increase employee retention.
Menopause often affects women during their most experienced and established years of employment. Without appropriate support, many women step away from leadership responsibilities or even lead the workforce completely. Creating a positive workplace culture and making reasonable accommodations can help you retain your top female talent.
What should a menopause workplace policy include?
A clear process for requesting reasonable accommodations.
Examples of potential workplace adjustments.
Guidance on confidentiality and handling sensitive employee information.
A commitment to preventing discrimination and retaliation.
Guidance for managers on responding to menopause-related concerns.
Information about available healthcare, benefits, and support services.
A policy should be practical enough that employees understand how to access support and managers know what to do when a request is made.