Effective June 24, 2025, Rhode Island enacted Senate Bill 361, amending its Fair Employment Practices Act to extend workplace accommodation protections to include menopause and menopause-related medical conditions. This update expands upon existing protections for pregnancy and childbirth and reinforces the state’s commitment to inclusive workplace practices.
Key Provisions
Under the amended law, it is now an unlawful employment practice to:
- Refuse to reasonably accommodate an employee’s condition related to menopause, pregnancy, childbirth, or a related medical condition.
- Require leave if a reasonable accommodation can otherwise be provided.
- Deny employment opportunities based on the need for such accommodations.
- Fail to provide written notice to employees of their rights regarding reasonable accommodations related to pregnancy, childbirth, or menopause, including required posting and distribution timelines.
Reasonable accommodations may include:
- More frequent or longer breaks.
- Modified work schedules.
- Seating, assistance with manual labor, or light duty.
- Private space for managing symptoms.
- Time off to recover or manage health needs.
Next Steps for Employers
To ensure compliance with the expanded requirements:
- Update Policies and Procedures: Review and update policies to include menopause-related conditions in accommodation procedures. The notice must be posted in a prominent location that is accessible to employees.
- Update Notices and Posters: Update required notices and postings to reflect the expanded protections.
- Educate Staff: Train supervisors and human resource personnel on recognizing and responding to accommodation requests related to menopause.
- Be Consistent: Maintain consistent practices with other accommodation-related policies, including those for pregnancy or disability.
