On June 24, 2025, Rhode Island became the first US state to require workplace accommodations for employees experiencing menopause and related conditions. Signed into law by Governor Daniel McKee, House Bill No. 6161 expands the state's Fair Employment Practices Act and adds new compliance obligations for employers operating in Rhode Island.
This change signals a broader shift in workplace policy, whereby reproductive health including menopause is gaining formal legal recognition. Employers, including those hiring through a staffing agency, professional employer organization (PEO), or Employer of Record (EOR), will need to stay up to date with local employment laws and local labor law changes.
Rhode Island Workplace Law Requirements for Employers
Under the new law, Rhode Island employers must:
Provide reasonable accommodations for employees or applicants experiencing menopause or related medical conditions (e.g., hot flashes, night sweats, hormonal imbalance), unless doing so poses an undue hardship. This mirrors the approach used for pregnancy and childbirth under existing law.
Post clear, visible workplace notices outlining employees’ rights related to menopause, pregnancy, and related conditions.
Distribute written notice to new employees at the start of employment, to existing employees by October 22, 2025 and to employees who disclose menopause-related conditions within 10 days of notification.
Why This Matters for Global Employers
While this law is currently limited to Rhode Island, it sets an important precedent for workplace compliance in the US and shows how compliance standards may evolve globally across multiple countries. In particular, HR leaders, global employers, those managing distributed teams or looking to hire employees in Rhode Island should take note of:
Expanded definition of “related conditions”: Menopause now falls under the same protections as pregnancy, requiring tailored support in employment contracts and policies.
No disability required: As with the Pregnant Workers Fairness Act, employees do not need to prove disability to receive accommodations for menopause.
Impact on global HR strategy: Employers with US employees, especially in Rhode Island, must review existing policies, manager training, and onboarding materials for compliance.
Without the right local knowledge, non-compliance can result in penalties, compliance risk and damage to employee trust.
How an EOR Can Help Manage Compliance Risks
For companies hiring in Rhode Island without local entities, an Employer of Record like Atlas can help you remain compliant with evolving local employment laws.
An EOR:
Manages compliance: Handles workplace notices, new hire documentation, and policy updates in line with Rhode Island law.
Updates HR processes: Ensures menopause-related accommodations are considered alongside pregnancy and other protected conditions.
Mitigates risk: Reduces the chance of legal disputes or penalties due to missed compliance steps.
Supports employee well-being: Works with benefits administrators to ensure accommodations and benefits are delivered consistently.
With Atlas, you can hire in Rhode Island (and over 160 other countries) without establishing a costly local entity while maintaining compliance.
What Employers in Rhode Island Should Do Next
If you employ, or plan to employ talent in Rhode Island, here's how to prepare:
Update your employee handbook and employment contracts to include menopause-related accommodation rights.
Train managers and HR staff to handle menopause accommodation requests appropriately.
Ensure all workplace notices and new hire documentation meet legal requirements.
Stay informed about potential expansion of similar laws to other US states and multiple countries where you operate.