- Key insight: Learn how mandatory menopause accommodations reframe workplace health policy and talent strategies.
- Supporting data: 84% of women want more employer menopause support; $1.8B annual lost work time.
- Forward look: Expect more employers adopting formal menopause accommodations and related policies.
- Source: Bullets generated by AI with editorial review
This piece is part of a series on menopause support in the workplace. You can read part one
In June 2025, Rhode Island became the first state to pass legislation mandating workplace accommodations for women experiencing
House Bill No. 6161, which amended Rhode Island's Fair Employment Practices Act to add menopause alongside other protected conditions such as pregnancy and child birth, is a strong sign of recognition for how symptoms like hot flashes and lost sleep can
"Formally recognizing menopause and related conditions under their Fair Employment Practices Act … sets the precedent to think through applying this to health transitions throughout the lifespan, not just women of childbearing age," says Dr. Suzanne Morgan, chief medical officer at primary care provider PeopleOne Health.
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The billion-dollar business case for getting ahead
Instead of waiting to see if their own state will follow suit, employers can demonstrate proactive support for current and future female talent by putting menopause-related conversations, benefits and policies in place now.
Eighty-four percent of women want more menopause support from their employer, and one in 10 had declined a job where support was lacking, according to a survey from Catalyst.
A Mayo Clinic study found that menopause costs employers $1.8 billion in lost work time, and as more millennials hit this stage of life, organizations that strive to meet their needs will likely find themselves in a
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Where benefit leaders can begin
Whether a company is just beginning to discuss its approach to menopause support, or looking for ways to expand the conversation, leaders should set a tone based on empathy and education, says Dr. Morgan. From here, benefit teams can introduce menopause awareness and wellness initiatives that not only allow women to better navigate through this stage of life, but also represent their value to the organization, she continues.
"If half of your workforce is women, you're having a large portion of those women experiencing fatigue, insomnia, brain fog, anxiety — all of these things that can lead to less productivity," Dr. Morgan explains. "Maybe somebody's just not at the top of their game today. Acknowledging that, addressing it, and putting things in place ahead of time is a huge opportunity to retain your talent."
Many accommodations are simple and require little-to-no financial commitment, such as adjusting the temperature in an office or workplace, providing a fan, or offering remote work or flexible hours when employees are experiencing disrupted sleep schedules.
Employees can also seek out the benefits they already use to connect with helpful experts. PeopleOne Health primary care providers can connect their female patients with gynecologists who specialize in menopause, as well as pharmacists and other specialists who can help them navigate the physical and mental aspects of their journey.
"We know everything that's going on, we're able to give you the most comprehensive approach to care, and we will coordinate with an employer if they have something available we don't use, and help engage their employees in that," Dr. Morgan says.
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Dr. Morgan encourages benefit leaders to seek out and be proponents for menopause education and offerings in the workplace, so they can better understand and communicate its importance to their employees as well as their C-suite.
"[This] helps create the culture that you value employees' health, their dignity, their longevity, and the things they are going through," she says. "Bringing that along in the benefits conversation will bring awareness, because there's plenty of people who aren't talking about it [yet]."
Read more about providing menopause support in the workplace:
5 pillars of menopause support that go beyond benefits GLP-1s and menopause benefits are here to stay — What it means for 2026 budgets Dental benefits are the key to comprehensive menopause care Millennials are hitting menopause, and it's impacting the workplace How to introduce menopause benefits to the workplace
