New State Law: RI Leads on Menopause Accommodation in the Workplace

More women are speaking up about menopause challenges at work – and Rhode Island has become the first state to make menopause accommodation a legal requirement.

The Ocean State’s latest workplace law took effect on June 24, 2025, requiring employers to adjust policies and training to support employees and applicants experiencing menopause.

For HR leaders – especially at smaller businesses with fewer resources – staying on top of changing workplace rules can be tough, so they often seek expert advice. Gregory Tumolo, a shareholder at Littler Mendelson, specializes in labor and employment law and helps employers interpret and implement new legislation.

Requirements Under Rhode Island’s New Law

Gov. Daniel McKee signed HB 6161, mandating that Rhode Island employers provide reasonable menopause accommodations to applicants and employees unless doing so causes undue hardship.

The new legislation amends the state’s Fair Employment Practices Act to explicitly include menopause and related medical conditions, such as vasomotor symptoms like hot flashes and night sweats, as grounds for accommodation.

Under the law, employers may not:

• Deny employment opportunities to applicants or current employees based on the need for menopause-related accommodation, and
• Require employees to take leave if another reasonable menopause accommodation can be provided.

The law applies to employers with four or more employees.

Posting and Notification Requirements

Under the new law, employers must post a written notice in the workplace, informing employees about their rights concerning menopause and related medical conditions. 

Employers must provide written notice of menopause accommodation rights to:

• New employees at the start of employment. 
• All existing employees by Oct. 22, 2025, and
• Employees reporting menopause symptoms within 10 days. 

How Rhode Island’s Law Differs from the PWFA

Tumolo noted that Rhode Island’s law differs from the federal Pregnant Workers Fairness Act (PWFA) and the EEOC’s implementing rule in several key respects. Specifically, the new menopause accommodation law does not:

• Require employers to temporarily excuse the performance of essential job functions
• Limit an employer’s ability to request medical documentation, and
• Include examples of menopause accommodations — like extra breaks — that are generally considered reasonable and not overly burdensome. 

“Based on these subtle but important differences, employers covered by the PWFA should work closely with knowledgeable employment counsel to navigate menopause-related accommodation requests when they arise,” Tumolo said.

Lawmaker Pushed for Change

Senator Lori Urso testified before the Rhode Island Senate Committee on Labor this spring, acknowledging that menopause remains an awkward topic largely due to stigma. 

Emphasizing the need to treat menopause as a workplace equity and health issue, Urso stressed that employers “can no longer afford to lose women workers who are at the peak of their institutional knowledge.”

The data backs up Urso’s stance.

Data Shows Workplace Impact

Most women suffer through menopause symptoms at work without support. 

A recent survey of 1,039 women between the ages of 40 and 65 found that 73% of women weren’t treating their symptoms, meaning many were suffering through menopause at work. 

When asked whether they felt supported by their employer to manage menopause symptoms, the majority of respondents (52%) did not answer the question. Of those who did respond:

• 17% said they were not supported
• 10% felt slightly supported
• 9% felt supported
• 8% felt moderately supported, and
• 4% felt extremely supported.

How States May Shape the Future of Menopause Accommodations

Rhode Island’s new law marks a historic first, but it may be just the beginning. 

“As the law just passed, it is too early to know whether it is a fluke or part of a larger national trend,” Tumolo told HRMorning in an email. 

“Other blue states may look to Rhode Island as an example of what is possible and pass their own versions. However, in the current political climate, it is doubtful that any red states will move in this direction any time soon,” he predicted.

In Tumolo’s view, federal action is unlikely in the near term. “I expect the law regarding workplace protections for employees experiencing menopause or related medical conditions to continue evolving primarily at the state level.” 

He reiterated that another reproductive law took that path. “The law regarding reasonable accommodations for pregnancy, childbirth, and related medical conditions evolved gradually at the state and local levels before the federal [PWFA] went into effect in June 2023. A critical mass had to be reached before Congress chose to act,” Tumolo said.

These prior developments suggest that HR leaders should closely monitor state legislative trends. Even without federal guidance, a patchwork of state laws could emerge, and multistate employers could face varying requirements for menopause accommodations. Staying informed now will help HR teams anticipate changes and prepare policies and procedures that are ahead of the curve.

Proactive Steps for Employers

Tumolo noted that many HR professionals and managers may not yet fully grasp the compliance implications of Rhode Island’s new law. He highlighted reasons to proactively adopt menopause accommodation policies, along with recommended actions:

• Support employees and culture. Accommodations show that the employer values health and wellness and supports employees at all stages, boosting morale and fostering a multi-generational workplace.
• Increase retention and productivity. Employees who feel supported while managing menopause or related medical conditions are more likely to stay engaged and loyal.
• Manage risk. Consult experienced legal counsel, such as members of Littler’s Handbooks & Policies Practice Group, to understand risks and benefits. Partnering with a firm that tracks state and local developments can help organizations stay informed and make proactive business decisions.

HR Actions to Implement:

• Update workplace policies to include menopause accommodations.
• Train HR leaders and frontline managers to recognize and handle requests.
• Communicate with employees and post required notices.
• Establish procedures to evaluate and implement accommodations.
• Monitor compliance and proactively address challenges as they come up.

Even for organizations outside Rhode Island, taking these steps can position HR teams ahead of the curve in supporting midlife workers and building an inclusive workplace.