Rhode Island became the first U.S. state to mandate workplace accommodations for menopause and related medical conditions. Governor Daniel McKee signed the legislation—House Bill 6161—into law on June 24, 2025, amending the Rhode Island Fair Employment Practices Act to require employers to provide reasonable accommodations unless doing so imposes undue hardship.
The new law extends protections previously reserved for pregnancy and childbirth to menopause. Employers must now engage in a timely, good‑faith, interactive process to address symptoms like hot flashes, night sweats, insomnia, and emotional changes. Notice and posting requirements also apply: employers must provide a written notice of rights to all employees at hire, within 10 days of notification of menopause symptoms, and existing employees by October 22, 2025.
The legislation earned bipartisan sponsorship: Senator Lori Urso and Representative Karen Alzate introduced companion bills in the Senate and House. Advocates emphasized that women should not face discrimination or career penalties for a natural medical condition beyond their control. Employers with four or more workers are covered unless they can demonstrate undue hardship.
Legal experts caution that employers must update handbooks, post required notices, and train HR to handle accommodation requests. Employers may face fines if they fail to comply or improperly handle requests.
This development marks a significant shift in workplace protections. Nearly 85 percent of those undergoing menopause experience symptoms that impact job performance. Oregon’s ACLU emphasized that these protections mirror those for pregnancy and childbirth. The law is poised to set a precedent for other states to follow, as menopause recognition emerges as a key issue in workforce equity and talent retention.
While the law currently covers only female employees, uncertainty remains whether protections will extend to transgender employees experiencing menopause. Fast Company reports that the legislation did not amend gender‑neutral language used in federal pregnancy accommodation laws.
This legislation reflects growing awareness of women’s midlife health in employment law. Rhode Island’s move prompts states nationwide to reconsider whether menopause should be protected under fair employment statutes.
