Rhode Island Becomes The First State To Provide Protections For Workers Experiencing Menopause

Rhode Island has become the first state to implement laws to support those experiencing menopause in the workplace. In June of 2025, Rhode Island Governor Daniel McKee signed the legislation, which was introduced by Senator Lori Urso, into law. Based on the law, employers in the state must provide workplace accommodations for both job candidates and employees who are “experiencing menopause and related medical conditions,” in addition to the pregnancy and childbirth-related protections that are already in place. Employers in Rhode Island are expected to comply with the law unless doing so would cause undue hardship to business operations.

In the United States, menopause impacts more than 1 million women each year. Menopause is defined as “the point in time 12 months after a woman’s last period.” Prior to menopause, perimenopause can cause hormone levels to fluctuate, leading to unpleasant symptoms including hot flashes and sleep problems. Menopause typically occurs between ages 45 and 55 but research indicates that race, ethnicity, reproductive and childbearing history, and socioeconomic status can all impact symptom severity and onset.

It is important to acknowledge that although menopause is often labeled as a “women’s issue,” it can impact anyone with ovaries, including those who identify as transgender, gender non-conforming, non-binary, and intersex. It is highly stigmatized despite its prevalence and many who are going through menopause must suffer in silence. Workplace efforts to support employees must take these experiences into consideration and should focus on integrating different tools to support employees from impacted communities.

Creating a workplace that is rooted in equity and fairness requires both employees and employers to understand how menopause can impact employees. Companies must think about policies and practices that are inclusive of employees who are experiencing menopause or perimenopause. Cultivating an inclusive workplace for employees experiencing menopause can look like flexibility around work arrangements and with time-off requests. Employees shouldn’t be given the third degree for requesting time off or needing to work from home on certain days.Education is a vital part of cultivating a workplace rooted in fairness and equity. Both leadership and employees should be able to learn about menopause, what the symptoms can look like and ways to support and accommodate employees who are experiencing it. Consider bringing in experts on the topic and providing resources for employees to learn more. DEI education should consider and include conversations about menopause and its effects on workers, to increase awareness, normalize conversations about the topic and reduce stigmatization.

As a general best practice, employers should consistently be collecting data on employee sentiments. It’s important to frequently provide opportunities for employees to share feedback about their experiences and how to make the workplace more accommodating and inclusive based on their specific needs. Collecting data is just one step; employers should frequently be assessing the data and integrating it into workplace policies and practices. Also consider whether your employee health coverage includes menopause-related care and support.

With multiple attempts being made to gut workplace equity and worker protections, employers cannot afford to be distracted, must stay the course and focus on strategies to ensure fairness. Rhode Island’s legislation provides an exciting pathway for workplace inclusion and allows us a glimpse into what the future of work could look like. Employees want to work in environments where their health and wellbeing is prioritized. This new law is a step in the right direction and makes way for a workplace that centers the needs of employees at every stage of life.

This article was originally published in Forbes in August 2025.