[US] Rhode Island's menopause accommodation law

Rhode Island has become the first US state to require reasonable accommodation for menopause-related conditions. Vorys details what employers need to know.

On June 24, the Rhode Island legislature amended the state’s Fair Employment Practices Act’s requirement that employers reasonably accommodate an employee’s or applicant’s condition related to pregnancy, childbirth, and related medical conditions.  

Now, employers with four or more employees must reportedly accommodate menopause and related medical conditions unless doing so would impose an undue hardship on business operations. 

Upon request, employers must provide reasonable accommodation for current employees or applicants experiencing menopause or related conditions. This includes accommodation to manage vasomotor symptoms, such as hot flashes and night sweats. 

Employers are also prohibited from denying employment opportunities based on an individual's need for such accommodation.

Employers must abide by the following notice and posting requirements:

• Display an updated written notice in the workplace informing employees of their rights concerning menopause and related medical conditions.

• Provide written notice of these rights to new employees at the start of their employment.

• Notify any employee who reports experiencing pregnancy or menopause-related conditions within 10 days of receiving such notification.

Vorys recommends that employers review their existing handbook policies to incorporate the new requirements for menopause accommodation.  Managers and HR professionals should reportedly be trained to recognise and respond to accommodation requests related to menopause and related medical conditions.  

Employers must ensure that all employees are informed of their rights under the new law through the required notices and postings.

Source: Vorys

Rhode Island has become the first US state to require reasonable accommodation for menopause-related conditions. Vorys details what employers need to know.

On June 24, the Rhode Island legislature amended the state’s Fair Employment Practices Act’s requirement that employers reasonably accommodate an employee’s or applicant’s condition related to pregnancy, childbirth, and related medical conditions.  

Now, employers with four or more employees must reportedly accommodate menopause and related medical conditions unless doing so would impose an undue hardship on business operations. 

Upon request, employers must provide reasonable accommodation for current employees or applicants experiencing menopause or related conditions. This includes accommodation to manage vasomotor symptoms, such as hot flashes and night sweats. 

Employers are also prohibited from denying employment opportunities based on an individual's need for such accommodation.

Employers must abide by the following notice and posting requirements:

• Display an updated written notice in the workplace informing employees of their rights concerning menopause and related medical conditions.

• Provide written notice of these rights to new employees at the start of their employment.

• Notify any employee who reports experiencing pregnancy or menopause-related conditions within 10 days of receiving such notification.

Vorys recommends that employers review their existing handbook policies to incorporate the new requirements for menopause accommodation.  Managers and HR professionals should reportedly be trained to recognise and respond to accommodation requests related to menopause and related medical conditions.  

Employers must ensure that all employees are informed of their rights under the new law through the required notices and postings.

Source: Vorys