Rhode Island First in Nation to Add Workplace Protections for Women Experiencing Menopause – Herb Weiss

By Herb Weiss, contributing writer, aging issues

In 2012, Rhode Island became the first state to pass a Homeless Bill of Rights. Three years later, it led again by banning the use of bullhooks on elephants. In 2021, the state once more broke ground by establishing legally sanctioned, medically staffed drug injection facilities to combat overdose deaths. As the General Assembly concludes its 2025 session, lawmakers mark yet another national first–enacting workplace protections for women experiencing menopause.

Most women begin the menopause transition in their 40s or 50s, with symptoms typically lasting between three and seven years. During this time, they may experience hot flashes, insomnia, night sweats, migraines, heart palpitations, anxiety, panic attacks, brain fog, and other debilitating symptoms caused by declining estrogen.

Many are unprepared for the onset and lack sufficient support or guidance–particularly when it comes to managing symptoms in the workplace.

Governor Dan McKee has signed into law legislation (S 0361), introduced by Sen. Lori Urso (D-Dist. 8, Pawtucket), to support women experiencing menopause under the state’s fair employment statute–making Rhode Island the first state to explicitly enact such workplace protections. A companion bill (H 6161) was introduced by Rep. Karen Alzate (D-Dist. 60, Pawtucket, Central Falls) and passed by concurrence.

Rhode Island law already prohibits workplace discrimination related to pregnancy, childbirth, and associated conditions. This includes requiring employers to provide reasonable accommodations and protecting individuals from being denied employment opportunities or promotions–or from being terminated–due to these conditions. The new law adds menopause to this list of protected health conditions.

“Menopause is a difficult and personal subject that has been stigmatized in this country,” said Sen. Urso in a statement announcing the bill’s passage. “But as something that affects half our population, it’s time we recognize it as a workforce issue–especially as our workforce ages along with our population. The current lack of protections contributes to inadequate retirement savings and lost leadership opportunities for women and poses an economic challenge for employers facing workforce shortages and the loss of experienced employees,” she says.

“Menopause is not something women choose to experience, and its effects on the mind and body can significantly impact daily life and job performance,” said Rep. Alzate. “Women should not have to risk being penalized or discriminated against at work due to a naturally occurring biological transition.”

“Women’s health care is a vital component of a healthy workplace,” said Patrick Crowley, president of the Rhode Island AFL-CIO. “That’s why it’s essential to extend the fair employment practices law to include menopause-related conditions. All workers deserve to be treated with dignity and respect, regardless of their health status.”

Madalyn McGunagle, policy associate at the Rhode Island ACLU, added, “Menopause is a natural and common phase of life, yet its symptoms can have profound and lasting impacts. By extending legal protections, we ensure women are afforded the accommodations they need to continue working effectively.”

Growing Recognition of Menopause in the Workplace

According to Urso, Rhode Island is home to 917,000 working-age residents. Of these, 13% are between the ages of 45 and 54, and 16.5% are between 55 and 65. The state has a higher percentage of older workers compared to the national average, with women representing 45% of workers aged 55 and older. Based on this data, it is estimated that there are 64,000 women between the ages of 45 and 54, and 35,000 women aged 55 to 59.

Urso further estimates that nearly 100,000 women in the state may experience menopausal symptoms at any given time, accounting for more than 10% of Rhode Island’s entire working-age population.

According to the U.S. Bureau of Labor Statistics, 75% of women in the U.S. labor force are working during their menopause transition years, making workplace engagement around women’s health issues vital.

“Addressing menopause in employment practices is critical because it affects employee well-being, retention, and productivity,” said Angela Lima, policy and advocacy program director at the Women’s Fund of Rhode Island. “These changes benefit both workers and employers.”

A Mayo Clinic study estimated that menopause symptoms cost U.S. businesses $1.8 billion in lost productivity annually. The study’s coauthors urged employers to update workplace policies to better support their female employees.

In Sept. 2024, Bloomberg news tackled the issue of menopause, putting the spotlight on millennial women.  The findings indicate that 70% of these individuals would consider either reducing their hours, changing jobs, or retiring early due to their symptoms.

Urso noted that this study also found that 61% expressed concerns about dealing with menopause while working, and a third worried it would damage their career  growth.  “If this is indeed the case, employers will lose more in the long-run if they’re losing leadership and trying to rehire in those situations,” she says.

And in Jan. 2024, January, the Society for Women’s Health Research released findings from its Employee Perspective and Challenges Concerning the Transition of Menopause (EMPACT Menopause) Study. The goal was to better understand the workplace experiences of those who have gone through menopause, as well as their colleagues and supervisors.

Key findings from the EMPACT study include:

• 59% of women felt uncomfortable requesting accommodations.
• Only 31% felt comfortable discussing menopause at work.
• 2 in 5 women considered leaving or did leave their jobs due to symptoms.
• 1 in 6 supervisors expressed discomfort providing accommodations.
• While half of supervisors had spoken with employees about menopause, 14% had not but wanted to.

Bringing Menopause Out of the Closet

In her article “It’s Time to Address Menopause at Work,” Claire Hastwell, content program manager at Great Place to Work, calls for employers to support women with menopausal symptoms. She notes this can improve employee well-being, retention, and business outcomes.

“But women who grapple with menopause rarely find workplace support, official company guidelines, or a sympathetic ear,” she writes. “Employees experiencing menopause need to know their employer has their back. Without support, businesses risk losing some of their most senior and skilled workers.”

Supporting menopausal women in the workplace can enhance retention and engagement, boost productivity, reduce health risks, and improve morale, Hastwell adds.

It’s time to stop sweeping menopause under the carpet. Rhode Island’s new law creates a menopause-friendly workplace–and offers a model for other states to follow.

For a copy of the EMPACT Menopause Study, visit:
http://swhr.org/wp-content/uploads/2024/03/FINAL-Menopause-Workplace-Fact-Sheet-02012024.pdf

To read more on creating supportive workplaces, visit:
https://www.greatplacetowork.com/resources/blog/support-menopausal-women-workplace

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Herb Weiss, LRI ’12, is a Pawtucket-based writer who has covered aging, healthcare, and medical issues for over 45 years. To purchase his books, Taking Charge: Collected Stories on Aging Boldly and its two sequels, visit herbweiss.com. 

To read more articles by Herb Weiss, go to: https://rinewstoday.com/herb-weiss/