This post was co-authored by Labor + Employment Group lawyer Bryce Simmons.

In a landmark move, Rhode Island has become the first state in the United States to mandate workplace accommodations for employees and applicants experiencing menopause and related medical conditions. The law became effective on June 24, 2025, amending the Rhode Island Fair Employment Practices Act, to explicitly include menopause as a protected condition. This requires employers to provide reasonable accommodations for menopause, joining pregnancy, childbirth, and related medical conditions.

What the Law Requires

The new law applies to employers with four or more employees, and requires such employers to engage in a timely, interactive process to identify reasonable accommodations for individuals experiencing menopause or related conditions, such as vasomotor symptoms, commonly referred to as hot flashes and night sweats. Under the law, employers are prohibited from: (1) denying employment opportunities based on the need for menopause-related accommodations; and (2) requiring employees to take leave if another reasonable accommodation can be provided.

While the law does not yet define specific accommodations for menopause, it builds on the existing framework for pregnancy-related accommodations, which may include flexible scheduling, modified work environments, or additional breaks.

Notice and Posting Obligations

Employers subject to this new law must update their workplace postings and written notices to reflect these new rights. Specifically, they are required to:

• Post a notice in a conspicuous location accessible to employees;
• Provide written notice to new hires at the start of employment;
• Notify existing employees by October 22, 2025, by providing the notice referenced below; and
• Provide notice within 10 days of an employee reporting menopause symptoms.

The Rhode Island Commission of Human Rights has posted the updated notice requirement on their website which can be accessed here.

Implications for Employers

For manufacturers, where physical demands and environmental conditions can exacerbate menopause symptoms, this law presents both a compliance obligation and an opportunity to lead on workplace inclusivity. In the wake of this new law, Rhode Island employers should review and revise their current accommodation policies and procedures. They should also prepare to engage in individualized assessments of accommodation requests, particularly in roles involving heat exposure, shift work, or physically strenuous tasks.

This legislation reflects a growing recognition that menopause is not merely a personal health issue but a workplace equity issue. Other legislatures around the country are considering similar laws so there may be a flurry of similar state laws. Employers should review their current policies and procedures to ensure that they are in compliance with this new law.