If you live in Philadelphia, this is a milestone worth celebrating. The city has officially added menstruation, perimenopause, and menopause to workplace anti-discrimination protections. This means menopause is now recognized similarly to pregnancy, and employers are required to provide reasonable accommodations when symptoms affect someone’s ability to work.
Accommodations may include flexible scheduling, more frequent breaks, hybrid work options, temperature adjustments for hot flashes, or uniform modifications. These protections apply to nearly all employers in Philadelphia and go into effect on January 1, 2027. This change acknowledges that menopause is real and workplaces need to treat it as a legitimate health issue.
As someone who has navigated menopause firsthand, I cannot overstate how important this is.
Philadelphia Adds Menopause to Workplace Protections
What This Means for Employees
Employees cannot be discriminated against for experiencing menopause, perimenopause, or menstrual symptoms. Just as pregnancy is protected under anti-discrimination laws, menopause is now recognized as a legitimate workplace health concern.
How Employers Must Provide Accommodations
Employers must provide reasonable accommodations if symptoms interfere with work performance. Examples include:
- Flexible scheduling
- More frequent breaks
- Hybrid work options
- Temperature adjustments for hot flashes
- Uniform or equipment modifications
These accommodations apply to nearly all workplaces in Philadelphia, giving employees the support they need to thrive.
Rhode Island and the Growing National Menopause Movement
Rhode Island became the first U.S. state to mandate workplace accommodations for menopause and menopause-related conditions. These protections are treated similarly to pregnancy and childbirth, allowing employees to manage symptoms without fear of discrimination.
Key Features of Rhode Island’s Menopause Legislation
- Employers cannot discriminate based on menopause symptoms
- Employers must provide accommodations when needed
- Updated workplace notices and policies must inform employees of their rights
Other States Considering Menopause Laws
Beyond Rhode Island and Philadelphia, more than a dozen states are actively considering menopause legislation. These laws focus on workplace protections, access to menopause care, clinician training, insurance coverage, and public awareness campaigns. This reflects a growing recognition that menopause is a legitimate public health and workplace issue.
Why Workplace Protections for Menopause Matter
For too long, menopause and perimenopause have been minimized or stigmatized. Symptoms like hot flashes, brain fog, sleep disruption, joint pain, fatigue, and mood changes can significantly affect daily life and work.
This legislation:
- Validates the experiences of employees managing symptoms
- Recognizes menopause as a normal, impactful phase of life
- Reduces stigma and encourages open conversation
- Supports midlife workers in maintaining careers without sacrificing health
While these legal protections are encouraging, too many women still lack access to evidence-based care and workplace support. Advocacy, education, and individual action remain critical.
Coaching Support for Women Navigating Menopause
If menopause symptoms are affecting your work, coaching can help you regain control and thrive.
My coaching program is built around a 6-Pillars Framework, specifically designed for women navigating perimenopause, menopause, or early/surgical menopause:
- Mindset & Identity – Reclaim confidence, self-image, and purpose
- Nervous System Regulation – Manage overwhelm, anxiety, and burnout
- Stress Management – Use evidence-based tools to reduce the toll stress takes on your body
- Movement – Build strength and energy with functional fitness tailored for hormonal health
- Nutrition – Learn strategies that support energy, metabolism, and mood
- Sleep Hygiene – Identify and address the root causes of disrupted midlife sleep
Through coaching, we assess your unique needs, create a personalized roadmap, and implement practical strategies so you can feel more in control, confident, and energized. The women who thrive in menopause are the women who take action.
How You Can Take Action
- Share this post to raise awareness about menopause workplace protections
- Discuss accommodations with your employer if symptoms affect your work
- Stay informed about new legislation in your city or state
- Consider coaching or professional support to navigate this life stage effectively
- Normalize menopause through open conversation with colleagues, friends, and family
Philadelphia’s new law is a landmark step for women’s health, and it’s part of a growing national movement. With awareness, advocacy, and action, we can help ensure menopause is supported, respected, and recognized as the important life stage it truly is.