On August 7, 2026, Illinois enacted amendments to the Illinois Human Rights Act (IHRA) establishing workplace protections for employees experiencing menopause-related conditions. The amendments apply to Illinois employers with one or more employees and will be effective January 1, 2027.
Discrimination Based on Menopause-Related Conditions
The IHRA prohibits Illinois employers from discriminating against employees based on pregnancy, which the statute currently defines as including pregnancy, childbirth, or medical or common conditions related to pregnancy or childbirth. Effective January 1, 2027, the definition of “pregnancy” under the IHRA will be expanded to cover “menopause-related conditions.” These conditions include perimenopause, menopause, and associated medical or symptomatic conditions, such as vasomotor symptoms, sleep disruption, cognitive or mood changes, and osteoporosis-related changes. Under the new amendments, Illinois employers will be prohibited from discriminating against employees based on any of the above menopause-related conditions.
Reasonable Accommodations for Menopause-Related Conditions
In addition to the prohibition on discrimination, the new IHRA amendments will require Illinois employers to provide reasonable accommodations for menopause-related conditions, falling under the same types of reasonable accommodations that can be provided for pregnancy. Under the IHRA, reasonable accommodations for “pregnancy” include, but are not limited to,...
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