On June 24, 2025, Rhode Island Governor Daniel McKee signed House Bill 6161 into law—marking the first state in the nation to explicitly require employers to provide workplace accommodations for employees and job applicants experiencing menopause or related medical conditions. This landmark legislation updates the Rhode Island Fair Employment Practices Act, expanding previous protections under pregnancy and childbirth to include menopause.
What does the law require?
- Employers must engage in a timely, good-faith, interactive process to identify reasonable accommodations when menopause-related symptoms impact an individual’s ability to perform essential job functions—unless the employer can prove an undue hardship to their operations
- “Menopause-related conditions” now include vasomotor symptoms such as hot flashes and night sweats.
- Employers are also required to post written notice in the workplace and provide written rights notices to:
- New hires at the start of employment,
- Existing employees within 120 days (by October 22, 2025), and
- Any employee reporting menopause symptoms within 10 days
Why it matters—for people and business
This isn’t just about fan requests at your cubicle (though that’s welcome, too!). Menopause symptoms—like brain fog, insomnia, migraines, mood swings, and heart palpitations—can significantly affect workplace performance and well-being. Some estimates suggest up to 85% of people experience symptoms, and for some, they can be severe enough to derail leadership ambitions or prompt job changes. Studies show menopause symptoms cost U.S. businesses an estimated $1.8 billion annually in lost productivity. This law helps employers retain key talent, reduce turnover, and show that caring for all stages of employee health pays off—literally.
What should HR pros do now?
As an HR pro, here’s your checklist:
- Audit your handbook policies and accommodation procedures to add menopause support.
- Train managers and HR teams to recognize and respond neutrally and confidentially when menopause is raised.
- Prepare notice materials so rights posters and new-hire/disclosure notices are ready and compliant by the deadlines.
- Outline practical accommodations—examples include:
- More frequent water breaks,
- Access to cooler workspaces or fans,
- Flexible scheduling,
- Adjusted workloads or task pacing,
- Education and wellness resources.
Think flexibility, dignity, and low cost high impact.
- Track accommodation requests and maintain documentation in the interactive process—just like you would for pregnancy-related accommodations.
What about the rest of the U.S.?
Rhode Island’s move is bold—and inspiring. As Senator Lori Urso pointed out, menopause is a workforce issue, an equity issue, and yes—a potential economic drag if ignored. Rep. Karen Alzate echoed the sentiment: people shouldn’t be penalized for biologically normal life stages outside their control. Now that Rhode Island has led the way, it’s only a matter of time before other states follow. Get ready for the day when menopause inclusion becomes as standard as maternity leave—and employers nationwide can say: “Yes, you asked, and we’re here to support.”
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