New Rhode Island Law Indicates Momentum for Menopause Support

Rhode Island has become the first state to mandate that employers provide menopause accommodations — a move that should spark the attention not just of HR professionals in the state but also HR pros across the nation.

The state’s Fair Employment Practices Act, which covers conditions related to pregnancy, labor, and postpartum issues, was recently amended to include menopause in the list of conditions it covers, effective June 24.

Employers in the Ocean State will want to make sure to update their policies, train managers on how to handle menopause-related accommodation requests, and educate employees about the updates. But employers nationwide also should pay attention to the new guidance, as the move represents the growing attention on menopause support in the workplace, experts said.

“The momentum is there, and this kind of state-level action often pushes employers to move faster than they might otherwise,” said Shelly MacConnell, chief strategy officer at Greenwich, Conn.-based fertility benefit firm WIN.  

While many employers are already adding menopause benefits as part of broader health and well-being strategies, she said, “Legislative pressure like this can help accelerate those efforts.”

A growing number of employers and other industry insiders say that menopause is a workplace issue, with many realizing the effect its symptoms have on women.  “[There’s] a growing recognition that menopause is not merely a personal issue — it can significantly affect workplace performance, engagement, and equity,” said Dr. Suzanne Morgan, chief medical officer of PeopleOne Health, a Pittsburgh-based primary care provider.

Menopause costs the U.S. economy an estimated $1.8 billion in lost work time per year, and the number jumps to $26.6 billion annually when medical expenses are added in, according to a 2023 Mayo Clinic study.

Currently, about 18% of employers offer menopause support for their employees, which can include counseling and education, up slightly from 17% in 2024, according to the SHRM 2025 Employee Benefits Survey. Another 2% of employers offer menstrual and/or menopause leave above and beyond what is already covered by regular sick time. 

“With things like menopause, I think it’s becoming more a part of the conversation,” said Daniel Stunes, manager of data monetization with SHRM Data and Insights. “The more comfortable people are talking about it, the more businesses hear about it. And the more businesses hear about it, the more they realize, ‘Maybe we should do something about that.’ ”

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At WIN, uptake of the company’s menopause benefit platform rose from 5% to 15% of clients over the past year — an uptick that “demonstrates that menopause support is moving toward mainstream workplace policy rather than remaining a fringe or optional consideration,” MacConnell said.

“We’re seeing more companies offer menopause-specific benefits, and more employees feel comfortable requesting support,” she said. 

Other States to Follow?

Rhode Island’s legislation could spur more action in the space, both on a state-level basis and from individual employers. Several other states are weighing legislation around menopause support, much of which is related to insurance coverage for menopause-related care, education and awareness initiatives, clinician training, and workplace menopause programs.

For multistate employers, the new Rhode Island law creates “an incentive to adopt menopause accommodations across their workforce to stay ahead of compliance requirements and to create consistent employee experiences,” MacConnell said. Other states may go further, she explained, by mandating health care coverage for menopause-related needs, similar to how many states now require coverage for fertility care.

Morgan agreed, saying she hopes the news sets a precedent for other states and employers to follow. 

“With the right momentum, we could see both policy and practice begin to reflect the real needs of women navigating menopause,” Morgan said. “Forward-thinking employers may take initiative even ahead of legislation, offering support and accommodations that allow women experiencing symptoms like brain fog, anxiety, or insomnia to continue performing at their best. This not only improves morale and wellness but also supports continuity and retention in the workforce during a pivotal phase of life and career.”

Why It Matters

Employers that offer menopause benefits can reap their own rewards in the form of fewer absences, enhanced productivity, and higher engagement. According to a 2024 Bank of America report, when menopause benefits were provided by an employer, 58% of women said the offerings had a positive impact on their work, mostly by allowing them “to bring their best selves to work” (cited by 40%). Female employees are also likely to feel more comfortable talking about menopause in the workplace when they have access to menopause-specific benefits.

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Menopause often occurs during a time when women are in the peak of their careers, including leadership roles, Morgan explained. This is another reason employers should consider adding menopause-specific support.  

“Support during this time helps reduce the risk of lost productivity, burnout, or attrition, while also fostering a more inclusive workplace culture,” she said. “Recognizing menopause as a legitimate health consideration — alongside conditions like chronic illness, disability, or pregnancy — broadens the scope of inclusive policies. For employers, this kind of support is not only compassionate; it’s strategic. It serves as a differentiator in recruitment and retention, helping organizations attract and retain top talent through all life stages.”