Menopause has long been treated as something that happens “outside” of work. A personal matter. A medical footnote. A stage of life that, while universal, has been largely ignored in policies, training, and leadership conversations. That silence is beginning to crack.
On June 24, 2025, Rhode Island became the first state in the U.S. to legally require workplace accommodations for menopause and related symptoms. The law adds menopause to the state’s Fair Employment Practices Act, which already covers conditions related to pregnancy, labor, and postpartum recovery. It signals a fundamental shift in how we define employee health and what we expect from employers.
This is more than a legal update. It’s a cultural and operational turning point.
Menopause is a natural biological transition that affects nearly every person assigned female at birth. Most experience it between the ages of 45 and 55, often at the peak of their careers. It can last for several years and includes a range of symptoms that are often invisible, unpredictable, and disruptive.
The most common symptoms include insomnia, hot flashes, anxiety, memory lapses, mood swings, joint pain, and overwhelming fatigue. Some employees may be managing these symptoms quietly while leading teams, closing deals, and juggling responsibilities at work and at home. Others may begin missing deadlines, avoiding meetings, or withdrawing from leadership roles, unsure how to explain what they’re experiencing—or whether it’s safe to speak up.
The professional toll is real. Research shows that menopause symptoms are a major contributor to attrition among mid-career women. Many reduce hours, turn down promotions, or leave the workforce entirely. And because menopause is so rarely acknowledged in workplace policy, most employees are left to navigate it alone.
Why silence isn’t neutral
Ignoring menopause of course has its consequences. When there is no process in place to request support, no language in the handbook, and no training for managers, employees get the message that this part of their life is unwelcome at work.
That message causes harm to your people. It erodes trust, discourages disclosure, and drives away experienced talent. It also introduces legal risk. As more states follow Rhode Island’s lead, and as employee expectations evolve, employers who fail to address menopause may find themselves out of step with both the law and their workforce.
Doing nothing is no longer a neutral stance. It’s a decision. And it speaks volumes.
For forward-thinking employers, this is a chance to lead. It is an opportunity to build a workplace that reflects the full range of human experience—not just the parts that fit neatly into a calendar or spreadsheet.
Supporting employees through menopause does not require a dramatic overhaul. It requires clarity, compassion, and infrastructure. That might mean flexible work hours for someone struggling with sleep. A quiet, temperature-controlled space for an employee experiencing hot flashes. Adjusted expectations for high-pressure roles during particularly difficult months. It starts with asking employees what they need and responding with openness and flexibility.
It also means preparing managers and HR teams to respond when someone discloses what they are going through. That includes providing clear pathways for requesting accommodations, educating people leaders on menopause and related conditions, and protecting confidentiality throughout the process.
At Disclo, we help companies operationalize all of this. Our platform is built to support employees in disclosing health conditions and requesting accommodations, including menopause. We provide a secure, compliant, and structured process so that no one has to choose between being honest and being employed.
Rhode Island may be the first state to legislate menopause accommodations, but it will not be the last. Cultural awareness is shifting. Employees are speaking up. And companies that want to attract and retain top talent need to prepare now.
The good news is that supporting employees through menopause is not complicated. It begins with recognition, and it grows through systems and training. It pays off in trust, retention, and a more resilient workforce.
Menopause is not just a women’s issue. It’s a workplace issue. It’s time we treated it that way.
In June 2025, Rhode Island became the first state in the U.S. to legally require workplace accommodations for menopause and related symptoms. For forward-thinking employers, this is a chance to lead.
Menopause has long been treated as something that happens “outside” of work. A personal matter. A medical footnote. A stage of life that, while universal, has been largely ignored in policies, training, and leadership conversations. That silence is beginning to crack.
On June 24, 2025, Rhode Island became the first state in the U.S. to legally require workplace accommodations for menopause and related symptoms. The law adds menopause to the state’s Fair Employment Practices Act, which already covers conditions related to pregnancy, labor, and postpartum recovery. It signals a fundamental shift in how we define employee health and what we expect from employers.
This is more than a legal update. It’s a cultural and operational turning point.
Menopause is a natural biological transition that affects nearly every person assigned female at birth. Most experience it between the ages of 45 and 55, often at the peak of their careers. It can last for several years and includes a range of symptoms that are often invisible, unpredictable, and disruptive.
The most common symptoms include insomnia, hot flashes, anxiety, memory lapses, mood swings, joint pain, and overwhelming fatigue. Some employees may be managing these symptoms quietly while leading teams, closing deals, and juggling responsibilities at work and at home. Others may begin missing deadlines, avoiding meetings, or withdrawing from leadership roles, unsure how to explain what they’re experiencing—or whether it’s safe to speak up.
The professional toll is real. Research shows that menopause symptoms are a major contributor to attrition among mid-career women. Many reduce hours, turn down promotions, or leave the workforce entirely. And because menopause is so rarely acknowledged in workplace policy, most employees are left to navigate it alone.
Why silence isn’t neutral
Ignoring menopause of course has its consequences. When there is no process in place to request support, no language in the handbook, and no training for managers, employees get the message that this part of their life is unwelcome at work.
That message causes harm to your people. It erodes trust, discourages disclosure, and drives away experienced talent. It also introduces legal risk. As more states follow Rhode Island’s lead, and as employee expectations evolve, employers who fail to address menopause may find themselves out of step with both the law and their workforce.
Doing nothing is no longer a neutral stance. It’s a decision. And it speaks volumes.
For forward-thinking employers, this is a chance to lead. It is an opportunity to build a workplace that reflects the full range of human experience—not just the parts that fit neatly into a calendar or spreadsheet.
Supporting employees through menopause does not require a dramatic overhaul. It requires clarity, compassion, and infrastructure. That might mean flexible work hours for someone struggling with sleep. A quiet, temperature-controlled space for an employee experiencing hot flashes. Adjusted expectations for high-pressure roles during particularly difficult months. It starts with asking employees what they need and responding with openness and flexibility.
It also means preparing managers and HR teams to respond when someone discloses what they are going through. That includes providing clear pathways for requesting accommodations, educating people leaders on menopause and related conditions, and protecting confidentiality throughout the process.
At Disclo, we help companies operationalize all of this. Our platform is built to support employees in disclosing health conditions and requesting accommodations, including menopause. We provide a secure, compliant, and structured process so that no one has to choose between being honest and being employed.
Rhode Island may be the first state to legislate menopause accommodations, but it will not be the last. Cultural awareness is shifting. Employees are speaking up. And companies that want to attract and retain top talent need to prepare now.
The good news is that supporting employees through menopause is not complicated. It begins with recognition, and it grows through systems and training. It pays off in trust, retention, and a more resilient workforce.
Menopause is not just a women’s issue. It’s a workplace issue. It’s time we treated it that way.
