With menopause health benefits emerging as a tool in the war for talent, Rhode Island has recently taken steps to provide express protections related to an employee’s menopause and related conditions. In addition, the state is also imposing new onboarding notice requirements regarding payment of wages, as summarized below.

The Rhode Island Fair Employment Practices Act already required employers with at least four employees to provide reasonable accommodation related to pregnancy, childbirth, or a related medical condition, including lactation or the need to express breast milk for a nursing child. Effective June 24, 2025, the Act is amended to require employers to also provide reasonable accommodation for an applicant’s or employee’s menopause or related condition, including, but not limited to, “the need to manage the effects of vasomotor symptoms.”

The reasonable accommodation amendment triggers an obligation for Rhode Island employers to display and distribute an updated written notice of employee rights. The updated notice must be conspicuously posted in the workplace in an area accessible to employees and provided to all employees upon hire and within ten days of an employee notifying the employer of their pregnancy or menopause.

Rhode Island employers also must take steps to ensure compliance with the amended Rhode Island Payment of Wages Act, which, beginning January 1, 2026, will require employers to provide all new hires with a written notice (in English)...

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