October 28 Tip of the Week

“Expanded Protections in the Workplace”

On June 24, 2025, Rhode Island became the first state to recognize the impact that menopause and its symptoms can have in the workplace.  The Rhode Island Fair Employment Practices Act, which generally provided protections for women experiencing pregnancy, childbirth, and related conditions, was expanded to include protections for women experiencing menopause, perimenopause, and related medical conditions.  This change in the law requires employers to provide reasonable accommodations to employees experiencing menopause-related conditions in the same manner as they would any employee with medical needs related to pregnancy. 

As with any other accommodation obligation, employers must engage in a good faith interactive process to determine appropriate accommodations for women experiencing symptoms related to menopause, unless doing so would result in an undue hardship for the employer.  Examples of reasonable accommodation could include: 

• Flexible scheduling to manage fatigue or sleep disturbances,
• Access to temperature-controlled environments for hot flashes,
• Additional breaks for rest or hydration,
• Modifications to uniforms or dress codes, or
• Remote work options during flare-ups. 

Employers cannot require employees to take a leave of absence if other reasonable accommodations can be provided. Employers cannot discriminate or retaliate against employees or applicants on the basis of a request for accommodation for menopause-related needs. 

As with many other laws that provide protections to employees, employers must conspicuously post a notice in the workplace that explains the rights provided under this new expansion of the law.  Written notice must also be provided to new hires at the start of employment and to any employee who notifies the employer of a menopause related condition. The model notice and other information regarding these new protections in Rhode Island are available here:  http://www.richr.ri.gov/news/postings.php. 

While this change in the law may seem unique, it is a good reminder that employers must stay abreast of all changes in labor and employment law both in their states, and in the states where they have employees, and on the federal level.  myHRcounsel can assist you in keeping up with the ever-evolving world of labor and employment law.  Changes like these, in addition to requiring a new notice in the workplace, also require employers to review their policies and their employee handbooks to ensure that they are up to date.  It is also a reminder of the importance of training employees, particularly managers, supervisors, and human resources staff, on these new requirements and on the appropriate response to accommodation requests.  While these new protections are currently limited to Rhode Island, each state has its own priorities in terms of employee protections and it is imperative that employers remain in compliance with all laws, even the newest ones.