News Summary
Rhode Island has enacted House Bill 6161, effective June 24, 2025, mandating reasonable accommodations for menopause-related conditions in the workplace. Employers must adjust work environments to support employees experiencing menopause symptoms, along with new notice obligations. Additionally, the state’s minimum wage will rise to $16 per hour in 2026. This legislation aims to foster inclusivity and raise awareness about the unique challenges of menopause in the workplace.
Rhode Island has enacted important changes to its employment laws through the passage of House Bill 6161, effective June 24, 2025. The legislation introduces new requirements for accommodating menopause-related conditions, expanding protections under the Rhode Island Fair Employment Practices Act and updating stipulations within the Rhode Island Payment of Wages Act.
Under this new law, employers in the state are mandated to provide reasonable accommodations for employees experiencing symptoms associated with menopause, such as hot flashes and night sweats. Employers are obligated to explore potential adjustments to work environments, schedules, or job duties to support affected employees, unless they can demonstrate that such accommodations would create undue hardship for their business operations.
In tandem with the new accommodations for menopause-related conditions, the law establishes additional notice and posting obligations for employers. These requirements dictate that employers must visibly post information related to employee rights regarding discrimination based on menopause and the process for requesting accommodations in the workplace. Moreover, new hires must be given written notices detailing their rights at the start of employment.
Current employees are entitled to receive their notice by October 22, 2025, while those reporting menopause-related symptoms must be informed within ten days of their report. Furthermore, starting January 1, 2026, all new employees must receive a written notice of essential employment terms, which must be provided in English. The signed notice must be retained by the employer for record-keeping purposes.
Employers who fail to adhere to these new notice requirements face penalties, beginning with a $400 fine for the first and second violations. Subsequent violations are classified as misdemeanors and may carry additional penalties, including a potential jail term of up to one year.
In a further development, Rhode Island’s minimum wage is set to increase from $15 per hour to $16 per hour on January 1, 2026, followed by another rise to $17 per hour effective January 1, 2027. This wage adjustment aligns with the ongoing efforts to enhance worker compensation and supports the broader goal of improving living standards in the state.
In light of these laws, employers in Rhode Island are encouraged to review and update their anti-discrimination policies and practices proactively. Proper training for human resources staff and management will be crucial to ensure compliance with the expanded anti-discrimination protections, particularly with respect to menopause accommodations and the new hiring requirements.
This legislative update marks a significant step in creating more inclusive and supportive workplace environments for employees experiencing menopause, reflecting a growing recognition of the unique challenges this condition presents in the workplace.
As these changes come into effect, both employees and employers will need to stay informed about their rights and responsibilities to navigate this evolving landscape of employment law effectively.
Deeper Dive: News & Info About This Topic
- Law and the Workplace: Rhode Island Adds New Protections for Menopause
- Littler: Rhode Island Becomes First State to Mandate Workplace Accommodations for Menopause
- Bowditch: Key Changes to Rhode Island Employment Laws
- JD Supra: Recent Amendments to Rhode Island Employment Laws
- Care.com: Rhode Island Nanny Taxes
- Wikipedia: Rhode Island
