Overview

• Rhode Island’s statute, effective June 24, bars discrimination based on menopause symptoms and requires accommodations for employers with four or more staff
• Companies must revise written notices to include menopause, post them in workplaces and distribute them to new hires on day one and existing employees by October 22
• Reasonable accommodations can include telework, modified schedules, additional breaks, temporary transfers or closer bathroom access unless they impose undue hardship
• Employers are obliged to engage in an interactive, good-faith process with employees reporting menopause-related conditions to identify appropriate adjustments
• Legal analysts recommend training managers on new obligations and documenting all accommodation requests and responses to support compliance and undue-hardship claims