The landscape around menopause in the workplace is changing fast — and if you lead people, this is something you need to know about.
Philadelphia has officially added menstruation, perimenopause, and menopause to its workplace anti-discrimination protections. Menopause is now recognized similarly to pregnancy, and employers are required to provide reasonable accommodations when symptoms affect someone's ability to work. These protections apply to nearly all employers in Philadelphia and go into effect on January 1, 2027.
This is a landmark moment. And it isn't happening in isolation.
Philadelphia Adds Menopause to Workplace Protections
What Philadelphia's Law Requires
Under the new ordinance, employees cannot be discriminated against for experiencing menopause, perimenopause, or menstrual symptoms. Employers must provide reasonable accommodations when symptoms interfere with work performance, including:
- Flexible scheduling
- More frequent breaks
- Hybrid work options
- Temperature adjustments for hot flashes
- Uniform or equipment modifications
These aren't extraordinary measures. They are practical, low-cost adjustments — and for many women, they are the difference between staying in a role and quietly stepping back.
Rhode Island Led the Way — And More States Are Following
Philadelphia isn't alone. Rhode Island became the first U.S. state to mandate workplace accommodations for menopause, treating these protections similarly to pregnancy and childbirth. Employees can manage symptoms without fear of discrimination, and employers are required to update workplace notices and policies to inform employees of their rights.
Beyond Rhode Island and Philadelphia, more than a dozen states are actively considering menopause legislation — covering workplace protections, access to care, clinician training, insurance coverage, and public awareness. This is no longer a fringe conversation. It is becoming law.
Why This Matters Beyond Compliance
Legislation is important. But the organizations that will truly benefit from this moment are the ones that don't wait to be required — the ones that choose to lead.
Here's the reality: menopause typically occurs between the ages of 45 and 55. That's your most experienced employees. The ones with decades of institutional knowledge, deep client relationships, and the kind of judgment that simply cannot be hired in from outside. They are at the peak of their careers — and without the right support, you risk losing them.
Over 75% of women experience menopause symptoms that affect their ability to work. Up to 1 in 10 leave the workforce entirely because those symptoms go unsupported. Symptoms like brain fog, fatigue, sleep disruption, anxiety, hot flashes, joint pain, and mood changes are real, significant, and showing up in your workplace right now — whether anyone is talking about them or not.
Less than 25% of employees feel comfortable discussing menopause at work. So if no one has raised it, that doesn't mean no one is struggling. It means the culture hasn't made it safe to say so yet.
Compliance Is the Floor — Culture Is the Ceiling
Meeting legal requirements is the starting point. But the organizations that will see real results — stronger retention, higher engagement, more productive and confident midlife employees — are the ones that go further. The ones that invest in education before they're required to.
That's where I come in.
Menopause in the Workplace Training — For Organizations Ready to Lead
I provide evidence-based menopause workplace training for organizations that want to get ahead of this — not just legally, but culturally.
As an Occupational Therapist with 20+ years of clinical and leadership experience, a Certified Women's Health Specialist, and a Certified Menopause Coach, I bring a unique combination of clinical expertise and practical workplace knowledge to every training I deliver.
90-Minute Educational Training (Virtual or In-Person) Ideal for employee wellness events, lunch-and-learns, webinars, and professional development sessions. Participants leave informed, validated, and equipped with practical tools they can use immediately. This session covers:
- Understanding perimenopause and menopause
- Common physical, cognitive, and emotional symptoms
- How menopause impacts work performance
- Symptom management strategies
- Workplace considerations and practical accommodations
- How to access evidence-based menopause care
3-Hour Comprehensive Workshop + Management Training (Virtual or In-Person) Ideal for organizations seeking deeper education, leadership engagement, and lasting cultural change. This workshop combines approximately two hours of comprehensive employee education with a dedicated one-hour management and leadership session covering:
- How to create psychologically safe conversations
- Supportive leadership practices
- Practical workplace accommodations
- Reducing stigma, burnout, and disengagement
- Strategies to support retention, performance, and inclusion
Both formats are practical, compassionate, stigma-reducing, and designed for real-world workplaces — not just a checkbox on a compliance list.
What Your Organization Gains
Organizations that invest in menopause education see measurable returns:
- Higher retention of skilled, experienced female talent
- Stronger engagement and morale among midlife employees
- More confident managers who know how to lead supportive conversations
- Reduced stigma around midlife health
- A more inclusive, psychologically safe workplace culture
- Alignment with DEI and wellbeing initiatives
- A proactive compliance posture ahead of expanding legislation
This is not about creating special treatment. It is about creating informed leadership — and the workplaces that get this right now will be the ones people want to work for.
Now Is the Right Time
Philadelphia's law doesn't take effect until 2027. Rhode Island's is already in force. Dozens more states are moving in the same direction.
The organizations that act now — before legislation requires it — are the ones that will retain their best people, build the strongest cultures, and lead the way on one of the most important workforce issues of our time.
If your organization is ready to start the conversation, I'd love to partner with you.
Inquire about workplace training for your organization
Looking for personal support navigating menopause? In addition to workplace training, I offer 1:1 menopause coaching for women at every stage of this transition. Click here to learn more.