07-30-2025
In June 2025, Rhode Island Governor Daniel McKee signed a new law that offers women workplace protections for menopause. The new law amends the state’s Rhode Island Fair Employment Practices Act, expanding the workplace protections for conditions related to pregnancy, childbirth, and related medical conditions. Employers must also accommodate menopause and its related conditions. Associated conditions expressly include “the need to manage the effects of vasomotor symptoms,” more commonly referred to as “hot flashes” and “night sweats.” Lawmakers did not change the statute’s definition of “reasonably accommodate,” which outlines accommodations related to pregnancy, childbirth, and related medical conditions. It is unknown whether the law will eventually provide more information on potential accommodations for menopause and its related conditions.
Rhode Island employers must now engage in a timely, good-faith, and interactive process to work with employees on reasonable accommodations for individuals dealing with menopause issues that impact their ability to work. These reasonable accommodations are required even when the applicant or employees are not disabled by a pregnancy, childbirth, or related medical condition. Employers must post publicly about these rights and provide written notice to new employees.
Rhode Island is the first state to expressly require employers to provide workplace accommodations for applicants and employees experiencing menopause and related medical conditions. As with other accommodation requirements, employers may not have to comply if they can demonstrate that accommodations would impose an undue hardship on business operations.