Menopause Protections at Work: 2 New Laws Take Effect in 2027

In June 2025, Rhode Island became the first state to pass a law requiring workplace protections for employees experiencing menopause. 

Now, two more jurisdictions – Illinois and Philadelphia – are following Rhode Island’s lead with laws that expand protections for workers dealing with menopause-related symptoms. Both measures take effect on Jan. 1, 2027.

What to Know About the Illinois Law 

On Aug. 7, 2026, Gov. JB Pritzker signed the Illinois Menopause Equity and Care Act.

The new legislation amends the Illinois Human Rights Act to prohibit discrimination and harassment based on menopause-related conditions – defined as perimenopause, menopause and associated medical or symptomatic conditions. The conditions can include vasomotor symptoms, sleep disruption, cognitive or mood changes and osteoporosis-related changes.

It will require employers with four or more employees to provide reasonable accommodations for employees and applicants affected by menopause and related conditions. Reasonable accommodations may include flexible scheduling, modified work hours, temperature- or climate-adjusted workplaces, private spaces for rest or symptom management and remote or light-duty arrangements.  

Employers must provide notices about employees’ rights. The notices have to be posted in a conspicuous location and included in employee handbooks, when applicable. 

The law also separately requires insurers to cover menopause-related care, a provision that takes effect in 2028.

Philadelphia Adds Menopause Protections

In December 2025, Philadelphia Mayor Cherelle Parker signed Bill No. 250849, making menstruation, perimenopause and menopause protected classes in the City of Brotherly Love.

The new legislation amended the city’s Fair Practices Ordinance to prohibit discrimination based on the new protected classes. It will require employers to provide reasonable accommodation to employees if their related symptoms substantially interfere with their ability to perform job functions, absent undue hardship.

Such accommodations could include flexible scheduling, access to a temperature-controlled environment, additional or extended breaks and temporary modifications of job duties. 

The new law also prohibits employers from taking adverse employment actions, such as demotions or termination of employment, because an employee is experiencing symptoms outlined in the new protected classes.  

Employer Action Steps

The new laws take effect Jan. 1, 2027, giving employers several months to prepare for the new requirements and make any necessary policy and training changes:  

• Update employee handbooks. Review accommodation and anti-discrimination policies and add the new workplace protections as necessary. Employers also need to incorporate any required employee notices.
• Prepare for accommodation requests. Menopause-related symptoms can qualify for workplace accommodations, so HR needs a clear process for receiving and evaluating requests.
• Train managers. Supervisors may be the first people employees approach about symptoms affecting their work. Training can help managers recognize when a conversation needs to be referred to HR.
• Use the interactive process. HR should discuss the employee’s limitations and potential accommodations rather than treating these requests as a one-size-fits-all issue.
• Document accommodation decisions. Consistent documentation of the request, the interactive process and the resulting decision can help employers demonstrate that requests were handled appropriately.
• Monitor changing requirements. Employers should continue tracking state and local employment laws as more jurisdictions consider similar workplace requirements.