"In June 2025, Rhode Island Governor Daniel McKee signed into law House Bill No. 6161, making Rhode Island the first state in the nation to expressly require employers to provide workplace accommodations for applicants and employees experiencing menopause and related medical conditions. These accommodations must be legally met unless the employer can demonstrate that the accommodation would pose an undue hardship on the employer's business operations."
"Effective June 24, 2025, employers are now required to engage in a timely, good-faith, and interactive process to identify "reasonable accommodations" for individuals whose menopause symptoms impact their ability to perform essential job functions. Notably, reasonable accommodations are required under the Rhode Island Fair Employment Practices Act even if the employee or applicant is not disabled by menopause or a related medical condition."
"This groundbreaking legislation amends the section of the Rhode Island Fair Employment Practices Act requiring employers to provide a reasonable accommodation for an applicant's or employee's condition related to pregnancy, childbirth, and related medical conditions. Now, that will also include accommodation of menopause and related medical conditions, effective as of June 24, 2025."
"For a worker experiencing menopause symptoms, "reasonable accommodations" may include telework, a modified work schedule, taking more frequent or longer breaks, time off for medical appointments, temporary transfer to a less strenuous position, job restructuring, light duty, or closer access to a bathroom."
Rhode Island requires employers to provide workplace accommodations for applicants and employees experiencing menopause and related medical conditions, effective June 24, 2025. The law amends the Rhode Island Fair Employment Practices Act to include menopause and related conditions and adds the need to manage vasomotor symptoms such as hot flashes and night sweats. Employers must engage in a timely, good-faith, interactive process to identify reasonable accommodations even if the individual is not disabled by menopause. Examples of accommodations include telework, modified schedules, additional breaks, medical leave, temporary transfers, job restructuring, light duty, and closer bathroom access. Employers may deny accommodations only by demonstrating undue hardship. Menopause impacts nearly half the population and accommodations have often been overlooked.
Read at Scary Mommy
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