Dingell, Clarke Introduce Bill to Expand Workplace Protections for Women Experiencing Menopause

Today, U.S. Representatives Debbie Dingell (D-MI-06) and Yvette Clarke (D-NY-09) introduced a bill to expand workplace protections for employees experiencing menopause. As the workforce ages and more women remain employed longer, menopausal symptoms affect a significant portion of employees. A lack of a comprehensive menopause-specific set of workplace protections could cause U.S. companies to lose billions of dollars annually due to reduced productivity, increased absenteeism, and premature loss of talent related to unmanaged menopausal symptoms. Beyond the direct financial impact, businesses will also contend with a loss of institutional knowledge, reduced innovation, decreased team cohesion, and a lack of women in senior leadership roles.

Passing legislation to help workplaces implement menopause-friendly policies is not only the right thing to do, but it is also a strategic business decision. That is why Congresswomen Dingell and Clarke introduced the Menopausal Workers' Fairness Act, which would:

• Guarantee the right to request reasonable accommodations to known limitations related to menopause and prevent discrimination in employment opportunities based on these requested accommodations.
  
  
• Prohibit an employer from requiring an employee experiencing menopause to take leave or accept an accommodation.
  
  
• Require an employer to keep medical information related to menopause confidential.
  
  
• Direct the Equal Employment Opportunity Commission to issue regulations that provide employers with examples of known limitations, reasonable accommodations, and when it may be reasonable for them to seek supporting documentation.

"Women should never have to choose between their health and their careers. Menopause is a natural part of life, but too many women face unnecessary barriers at work because employers are not equipped to support them," said Congresswoman Dingell. "My legislation will help ensure women can continue contributing their skills and experience while giving employers the tools to retain valued workers. This is not only the right thing to do, but it is also a strategic business decision."

"The support women deserve at every stage of their lives should not end with menopause, nor stop when they walk into work. Menopause is already a deeply vulnerable and challenging time for women, and that is before they are needlessly burdened by retribution and harassment in the workplace in response to a natural, normal experience. It's time for their silent suffering to end. I am proud to stand alongside Congresswoman Dingell in introducing this necessary legislation that will protect and prioritize women, put an end to discriminatory practices, and continue our pivotal mission to destigmatize menopause," said Congresswoman Yvette D. Clarke.

Women face unique challenges throughout their reproductive lives, including menopause, which can impact their work experiences and career trajectories. They often navigate these challenges without formal support from their employer in the absence of existing labor and employment laws that specifically address their needs. By recognizing and accommodating these realities across a woman's entire career span, workplaces can level the playing field for women employees, promote retention of experienced employees, support career advancement, and reduce the stigma around natural phases of life.

View the bill text HERE.

Endorsing organizations include the National Menopause Foundation, Menopause Mandate U.S., Women Work U.S., and Women's Health Advocates.

"The Menopausal Workers' Fairness Act represents a critical and long-overdue step toward recognizing menopause as a workplace health and equity issue. At Red Hot Mamas, we have spent decades educating women and healthcare professionals about the real and often misunderstood impact of menopause on daily functioning, including in the workplace. This legislation acknowledges what millions of women already experience: that unmanaged menopausal symptoms can affect productivity, well-being, and career longevity, yet too often remain unsupported and stigmatized. By ensuring the right to reasonable accommodations, protecting employee autonomy, and promoting confidentiality, this bill creates a framework that is both compassionate and practical. It empowers women to remain engaged and successful in the workforce while providing employers with clear guidance to retain experienced talent and foster inclusive environments. Supporting menopausal workers is not only the right thing to do-it is a smart investment in workforce stability, leadership diversity, and economic resilience. We strongly endorse the Menopausal Workers' Fairness Act and applaud Representatives Dingell and Clarke for advancing this essential legislation," said Red Hot Mamas North America Inc.

"Menopause has never been a protected category of its own, so for years women have had to force these claims through age, sex, and disability law, none of it built for that purpose. That's why these cases have been few and far between, and why almost no one knows the protection is even there. The Menopausal Workers' Fairness Act finally names menopause directly, in plain statutory language, and turns a right that was technically available but practically out of reach into one a woman can actually use, in the same way that the Pregnant Workers Fairness Act did for pregnancy," said Jack Tuckner, Esq., Women's Rights in the Workplace Attorney, Tuckner, Sipser, Weinstock & Sipser, LLP, New York.

"Too many women navigate menopause in silence at their workplaces - often without support, accommodations or basic understanding. And it's time to break this silence. Supporting menopausal employees is not only the right thing to do, it is essential to building stronger, more equitable workplaces. The Menopausal Workers' Fairness Act is an important step toward reducing stigma, protecting experienced employees and ensuring that women are empowered to thrive, lead and advance throughout their careers," said Beth Battaglino, RN-C President and CEO, HealthyWomen.

"Investing in women in the workforce as they navigate menopause isn't just the right thing to do - it's good workforce policy. SWHR research has found that far too often, women are in a position where they might consider reducing their hours, stepping back from leadership opportunities, or leaving the workforce entirely - often at the height of their careers - because they lack the workplace support they need and deserve during menopause. These realities are avoidable. The Menopausal Workers' Fairness Act is a key step in making sure women don't have to choose between their health and their careers. Thank you Congresswomen Dingell and Clarke for leading this charge," said Kathryn Schubert, MPP, CAE, President and CEO of the Society for Women's Health Research (SWHR).