Menopause Equity in the Workplace

• Extra or frequent breaks throughout the day
• Access to cold water or cooling devices (e.g., fans, towels, misters)
• Consistent access to restrooms
• Comfortable workspaces (e.g., adjustable temperature, dedicated rest areas)
• Designated areas to freshen up, change clothes, or access sanitary products
• Access to task management tools
• Time off for medical appointments
• Employee resource groups, individual coaching or therapy sessions (whether employer-sponsored, employee-led, or externally provided)
• Employee assistance programs (EAP)

• Adopt zero-tolerance anti-discrimination and anti-retaliation policies. Explicitly include menopause-related symptoms in reasonable accommodation (RA) policies.
• Clarify that sick leave may be used for menopause-related care. Consider expanding sick leave accrual.
• Allow flexibility in uniforms and dress codes, including layering options and clothing changes during work hours.
• Manager Training. Provide basic education on menopause, including its impact on employees and respectful communication. Ensure employees know accommodations are available.
• Employer-Provided Benefits. Ensure adequate and affordable coverage that minimizes cost-sharing barriers for comprehensive reproductive-related care, services, and treatments (including HRT and behavioral health) in job-based health insurance and benefits programs.
• Flexible Schedule. Permit flexibility such as remote work, flexible hours, or shift modification where reasonable. Incorporate breaks into long meetings and between meetings.

The Washington Law Against Discrimination (Chapter 49.60 RCW) prohibits discrimination and harassment on the basis of a worker’s disability, sex, gender, and age.

• Employers may be required to make reasonable accommodations to workplace rules or conditions to allow an employee with a disability to do their job.
• Employers cannot make policies that negatively affect the members of one sex or gender unless they can prove that the policy is necessary for the business to operate.
• Employers cannot treat employees over 40 less favorably than employees under 40.

For menopause symptoms that make a person unable to perform essential job functions, Washington State paid sick leave, Washington’s Paid Family and Medical Leave (PFML) protected leave or paid leave, or federal Family and Medical Leave Act (FMLA) protected leave may be available.