Menopause has historically been treated as a private health issue. However, increasingly, lawmakers and employers are recognizing it as a workforce issue.
Across the country, new legislation is expanding menopause conversations around insurance access, workplace support, and provider education to reduce barriers to care and help employees remain engaged in the workforce.
The momentum reflects a growing recognition among employers that many employees continue to manage demanding careers and caregiving responsibilities while quietly coping with symptoms that can affect concentration, sleep, attendance, and overall well-being.
Research from the Mayo Clinic estimates menopause contributes to approximately $1.8 billion annually in lost work time in the United States.
Supporters of policy efforts argue that improving access to care is not only a health issue but also a workforce retention strategy.
Recent Legislative Activity Employers Should Watch
- Louisiana (2024): Passed legislation requiring Medicaid and private insurance coverage for perimenopause and menopause treatment.
- Rhode Island (2025): Became the first state to require workplace accommodations for menopausal employees.
- Maryland: Approved legislation expanding insurance coverage for menopause care and encouraging provider education.
- National trend: More than half of U.S. states have introduced or passed menopause-related legislation within the last two years.
While there is currently no standalone federal menopause protection law, existing laws may already apply depending on the situation.
What Employers Can Do Now
Employers do not need to wait for legislation to evolve. Organizations may consider:
- Reviewing health plan communications and available coverage
- Evaluating accommodation request practices
- Training managers to respond appropriately to health-related concerns
- Promoting Employee Assistance Programs (EAPs)
- Reviewing leave and flexibility practices
- Encouraging respectful and confidential conversations
Managers should not ask employees to disclose medical details. Instead, conversations should remain focused on workplace support and business needs.
While Michigan has not enacted broad menopause-specific employment legislation, the conversation is gaining momentum. In 2026, the Michigan Women’s Commission released recommendations through its “Menopause: It’s a Movement!” initiative, highlighting menopause as both a women’s health issue and a workforce issue. The Commission’s recommendations focused on increasing awareness, improving access to information and care, encouraging manager education, reviewing benefits and leave practices, and helping employers create supportive environments that retain experienced talent. The effort reflects an emerging shift of recognizing that supporting employees through midlife health transitions may be less about creating entirely new programs and more about ensuring employees understand and can access the benefits, flexibility, and resources that already exist.
As more states act and awareness continues to grow, menopause is becoming less of a private conversation and more of a workforce conversation. Employers who pay attention now may be better positioned to support experienced talent, improve retention, and stay ahead of changing expectations.