Advocacy
Published October 28, 2026
Updated October 28, 2026
Written by Lisa McDonald
Learn how emerging state laws and the Menopausal Workers’ Fairness Act protect women at work. Discover your rights, accommodation options, and key policy changes.
Even though more than 75% of women work throughout their menopause transition and beyond, for decades it's been treated as something to manage quietly, alone, and without support. That's finally starting to change as employers recognize the economic toll of menopause in terms of missed workdays, reduced productivity, and women leaving jobs at the peak of their careers.
Here we explain the scope of the problem, why it demands policy attention and what every employee should know about advocating for themselves at work.
The Scope of the Problem
With perimenopause starting as early as 35 and menopause affecting all midlife women, the majority of women in the workforce will experience this transition during some point of their careers.
While not all women will struggle to manage their symptoms alongside their jobs, many will. The Society for Women’s Health Research found menopause symptoms caused 1 in 4 women to consider not pursuing or not pursue a leadership opportunity and 2 in 5 women to consider finding or to find a new job.
Women of color are disproportionately affected. Black women are nearly three times more likely than white women to report an adverse work outcome tied to menopause symptoms, and Hispanic women also report higher rates of disruption.
While much has been written about the ‘motherhood penalty’, the ‘menopause penalty’ has been less discussed. But a 2025 Stanford Institute for Economic Policy Research study found that women who sought care for their symptoms experienced up to a 10 percent drop in take-home pay across the following four years.
This results in menopause having a massive, measurable impact on the workforce with significant economic consequences.The Mayo Clinic estimates $1.8 billion in lost productivity annually from missed workdays alone, with direct health care costs adding another $24.8 billion, bringing the total economic impact of menopause to more than $26 billion a year.
Menopause as a Policy Issue, Not Just a Personal One
Menopause is no longer seen as simply a personal hardship but rather a massive, largely invisible drain on institutional knowledge, leadership pipelines, and economic productivity. The data makes clear that without formal recognition and support, women are quietly opting out of leadership roles and sometimes out of the workforce altogether.
This is exactly why advocates argue that menopause be treated as a policy issue: individual conversations with individual managers can't scale to fix something affecting millions of workers.
States have taken the first steps to enacting menopause workplace protections with Rhode Island being the first to pass such legislation.
At the federal level, movement has been slower but is picking up. In July 2026, Representative Debbie Dingell (D-MI) introduced the Menopausal Workers' Fairness Act which would protect employees against discrimination related to menopause, create the right to reasonable accommodation for menopause-related symptoms and require confidentiality for any medical information tied to an accommodation request.
The Menopausal Workers’ Fairness Act would explicitly protect women across the country from employment discrimination tied to requesting or needing reasonable accommodations for menopause. This is important because currently, menopause is not explicitly listed as a standalone protected class under federal U.S. anti-discrimination law. The Menopausal Workers’ Fairness Act is needed in order to expand the classification status to include menopause.
The protections offered in state and federal bills alone aren’t enough to keep women in the workforce. Women need access to and coverage of quality medical care most importantly, but protection and accommodations can help as women seek treatment for their symptoms.
What Employees Should Know About Navigating Menopause at Work
The absence of a clear federal mandate leaves millions of women to navigate this transition on their own because protections vary based on where they live and who they work for.
Here's what you need to consider:
Check your state and local laws
With no federal law that specifically prohibits discrimination due to menopause, there are no guaranteed protections for women who request accommodations, unless you live in one of the handful of places that have enacted them.
To date, several states and one city guarantee menopause workplace protections. As of October 2026, these included Rhode Island, Connecticut, Illinois, Washington State and Philadelphia. Check your state’s status here.
Understand what may already be covered
Even if your state doesn’t guarantee protections, you may qualify for ADA protections if your symptoms meet the law’s definition of a disability. Title VII and FMLA may also apply. HR or an employment attorney can help determine this.
Check your employer’s existing policies and see which benefits may apply
Look for a menopause policy or benefits such as awareness training, educational resources and support networks for employees navigating menopause. Review your handbook for language on flexible work, medical accommodations, or ADA-covered conditions.
The Fuschia Tent and The Society for Women’s Health Research’s Toolkit for Navigating the Menopausal Transition at Work is helpful in connecting your symptoms to the benefits already available at work.
Advocate beyond your workplace
State and federal menopause workplace protections are being decided right now. The 'Pause Life Community gives you ways to speak up for both. The most powerful thing you can do to close the gap, for yourself and women everywhere, is to voice your support.
