As companies continue to seek new ways to remain at the forefront of attracting and retaining top talent, the latest addition to the employer toolbox may well be one that has historically been overlooked when it comes to the workplace: menopause-related support.
At the forefront of this issue in the U.S. is Rhode Island, which recently became the first state to provide express antidiscrimination and reasonable accommodation protections for employees in connection with menopause and related conditions.
Rhode Island codified these protections by amending its Fair Employment Practices Act, effective June 24.[1]
Other states have enacted bills addressing healthcare benefits related to menopause, and pending bills in several other jurisdictions would expand workplace protections for employees experiencing menopause.
While it remains to be seen whether other states or the federal government will follow Rhode Island's lead, there seems to be a new light shining on menopause — and its precursor, perimenopause — when it comes to workplace protections and support.
Some employers may choose not to wait for legislatures to act, and may add tailored workplace benefits for employees who are experiencing menopause and perimenopause.
That said, employers should be mindful of the potential complications that may arise from extending menopause benefits absent a legal requirement to do so.
And all employers must also consider the existing leave of absence and other statutory protections...
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