Illinois has made it unlawful to discriminate against workers because of perimenopause or menopause. From 1 January 2027, employers with four or more staff must offer reasonable accommodations, and workers will have a clear route to ask for them.
Hot flushes, broken sleep, and changes in mood or concentration can make a working day harder. Many women weigh up whether to tell an employer, and what they could reasonably ask for. If you work in Illinois, the law will answer the second question from 1 January 2027.
Governor JB Pritzker signed the Illinois Menopause Equity and Care Act on 7 August 2026. It makes discrimination because of perimenopause or menopause a civil rights violation under the Illinois Human Rights Act. It covers “menopause-related conditions”. These include vasomotor symptoms such as hot flushes, sleep disruption, cognitive or mood changes and changes linked to osteoporosis.
Employers with four or more staff
Employers with four or more employees must provide reasonable accommodations to workers with menopause-related conditions, HRMorning reports. The duty applies unless an accommodation would cause undue hardship.
The Act names flexible scheduling, modified work hours and temperature-adjusted workspaces as examples, the National Law Review reports. Existing options under the Human Rights Act, such as extra breaks or leave, may also apply.
State Representative Yolonda Morris, who filed the bill, welcomed its signing. “For too long, menopause has been overlooked in conversations about health care and the workplace,” she said.
Asking for an adjustment, and what to do if refused
Employers must engage in a timely, good-faith process when a worker asks for help, law firm Kilpatrick Townsend says. The Act’s own examples of flexible scheduling and temperature-adjusted workspaces give workers a starting point.
Acas, the UK’s workplace advice service, sets out how these conversations can work in its menopause guidance, written mainly for employers. Workers can choose to speak to someone other than their manager, such as HR or a trade union representative. Its examples of adjustments include flexible start and finish times and a desk near a window that opens. Acas advises that changes “should be agreed in writing”.
In Illinois, workers who face discrimination can file a charge with the Illinois Department of Human Rights. Most cases must be filed within two years of the discrimination. The department takes a complainant information sheet by email, post or fax.
Insurance cover from 2028
From 1 January 2028, health insurance policies issued or renewed in Illinois must cover medically necessary evaluation and treatment of perimenopause and menopause. Group policies covering more than 25 employees must cover one annual menopause or perimenopause visit for people aged 45 or over, with no cost sharing.
The state Department of Public Health will produce public information on symptoms, treatment options and patient rights. Doctors who treat menopause-related conditions must complete five hours of continuing education on menopause care.
Philadelphia, the UK and Australia
Philadelphia’s own ordinance also takes effect on 1 January 2027. Mayor Cherelle Parker signed Bill No. 250849 in December 2025. It adds menstruation, perimenopause and menopause to the city’s protected classes. Employers must make reasonable accommodations when symptoms substantially interfere with a worker’s ability to do the job, absent undue hardship.
In Australia, a Senate inquiry reported in September 2024. It asked the government to consider paid reproductive leave in national employment standards. It also called for workplaces to develop menopause policies with their employees.
The United Kingdom has asked employers with 250 or more staff to publish equality action plans that include at least one action supporting employees experiencing menopause. Plans are voluntary in the 2026 to 2027 reporting year. Law firm Burges Salmon says the Employment Rights Act 2025 provides the legal basis, and GOV.UK says the plans will become mandatory from spring 2027, subject to legislation.
This article is for information only and does not replace advice from a qualified health professional.
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