As Illinois becomes the latest state to enact legislation specifically protecting employees with menopause-related conditions, employers should be aware of a growing trend of states and localities adopting similar protections and accommodation requirements. The new laws follow a similar framework, extending existing employment protections to menopause-related conditions by prohibiting discrimination, requiring reasonable accommodations, and, in some cases, imposing additional notice and posting requirements on employers.

How the Illinois Menopause Equity and Care Act Expands Workplace Protections

The Illinois Menopause Equity and Care Act, set to take effect on January 1, 2027, amends the definition of "pregnancy," which is already a protected class under Illinois law, to include "menopause-related conditions" and further defines menopause-related condition as "perimenopause, menopause, and associated medical or symptomatic conditions that include, but are not limited to, vasomotor symptoms, sleep disruption, cognitive or mood changes, and osteoporosis-related changes."

Practically, these changes prohibit employers from discriminating against employees based on menopause-related conditions and require employers to provide reasonable accommodations for those conditions. The Illinois Menopause Equity and Care Act also expands existing notice requirements. Employers must state in employee handbooks and post in a conspicuous location that employees have the right to be free from discrimination "including the right to reasonable accommodations for pregnancy, which includes the right to reasonable accommodation for menopause-related conditions."

Which States and Localities Have Expanded Workplace Protections for Menopause-Related Conditions?

Illinois is not alone in expanding employment protections for employees experiencing menopause-related conditions. A growing number of states and localities have taken similar approaches enacting laws that prohibit menopause-related discrimination.

Rhode Island

Rhode Island became the first state to explicitly expand workplace protections to include menopause. The law, enacted June 24, 2025, and effective immediately, amended the The Rhode Island Fair Employment Practices Act. The law, which already made it an unlawful employment practice for an employer to refuse to reasonably accommodate an employee's or prospective employee's condition related to pregnancy or childbirth, was amended to list "menopause" as an additional category. The law also requires employers to post notice of employees' right to be free from discrimination in relation to pregnancy, childbirth, menopause, and related conditions and the right to request a reasonable accommodation.

Philadelphia

 Philadelphia has similarly expanded its Fair Practices Ordinance to recognize "menstruation, perimenopause, and menopause" as protected classes. Additionally, beginning January 1, 2027,  employers are required to provide reasonable accommodations for needs related to "menstruation, perimenopause, and menopause" under proper circumstances.

California

California may soon join the growing list of jurisdictions to enact menopause workplace protections. A bill that recently passed both chambers and was presented to the governor on September 8, 2026, would similarly expand employment protections under the California Fair Employment and Housing Act by amending the definition of sex, already a protected characteristic, to include perimenopause, menopause, and post-menopause.

What Should Employers Do to Prepare for New Menopause Workplace Protection Laws?

Employers operating in Illinois and other jurisdictions with menopause workplace protections should begin preparing now for new compliance obligations. Key steps include:

• Reviewing and updating their workplace policies and handbooks to reflect the new protected categories
• Confirming their workplace notices and posters include the specific language mandated by the new laws
• Evaluating reasonable accommodation procedures to ensure requests related to perimenopause, menopause, and associated conditions are handled consistently
• Training human resources professionals on recognizing and responding to accommodation requests and avoiding menopause-related discrimination

As this is an evolving area and could be part of a larger trend to expand workplace protections to menopause-related conditions, above all, employers should continue to monitor jurisdictions where they operate for similar laws and work with their counsel to ensure they remain up to date on all new developments.

Need Help Preparing for New Menopause Accommodation Requirements?

Whether your organization needs assistance updating employee handbooks, reviewing accommodation processes, or preparing for new workplace protection laws, Ice Miller’s Labor & Employment Group is here to guide you through. Connect with our team to evaluate your compliance obligations to develop a proactive strategy to safeguard our employees and stay ahead of change.

This publication is intended for general information purposes only and does not and is not intended to constitute legal advice. The reader should consult with legal counsel to determine how laws or decisions discussed herein apply to the reader’s specific circumstances.