Illinois Adds Menopause-Related Workplace Protections: What Employers Need to Know
Employers should take note that new Illinois Human Rights Act (IHRA) requirements will expand accommodation and employee-notice obligations. Effective January 1, 2027, the Illinois Menopause Equity and Care Act, Public Act 104-0793, will amend the IHRA to expressly protect menopause-related conditions. This change will require covered employers to revisit accommodation procedures and employee notices before the law takes effect. Here are the most important things all employers should know ahead of time.
What Does the New Illinois Law Require?
The Act defines a “menopause-related condition” to include perimenopause, menopause, and associated medical or symptomatic conditions, including symptoms such as vasomotor changes, sleep disruption, cognitive or mood changes, and osteoporosis-related changes.
Under the amended IHRA, covered employers must consider reasonable accommodations for menopause-related conditions. The Act identifies flexible scheduling, modified work hours, and temperature or climate-adjusted workspaces as examples of possible accommodations. Because the appropriate response will depend on the employee’s circumstances and the workplace, employers should engage in a timely, individualized process rather than make assumptions about an employee’s needs. The law also expands employer notice obligations. Required workplace postings must advise employees that they may request reasonable accommodations for menopause-related conditions.
Five Steps Employers Can Take Now
Levin Ginsburg recommends that all covered employers do the following now:
- Review policies. Update equal employment opportunity, pregnancy accommodation, and reasonable accommodation policies so they address menopause-related conditions where appropriate.
- Prepare managers and HR teams. Train personnel who receive workplace requests to recognize that menopause-related symptoms may trigger the accommodation process and to maintain appropriate confidentiality.
- Assess workplace practices. Consider how scheduling, breaks, remote-work arrangements, uniforms, ventilation, fans, or workspace temperature adjustments may serve as reasonable accommodations, depending on the circumstances.
- Update notices. Confirm that workplace postings and employee-facing materials are revised before January 1, 2027.
- Coordinate compliance. Evaluate requests under the IHRA together with any other applicable federal, state, or local requirements.
Early preparation can help employers respond consistently, protect employee confidentiality, document the interactive process, and reduce compliance risk. Employers should review policies and practices with counsel in light of the IHRA and any overlapping federal, state, or local requirements.
How We Can Help
Levin Ginsburg is a full-service law firm that prides itself on being counselors for all types of businesses and individuals. Regardless of your business needs, our attorneys exercise great care in being thorough, organized, and efficient in serving our clients. Reach out to our Employment and Benefits Group for support with getting prepared for the new law.
