Policy & Advocacy
Menopause is on the legislative agenda. Here's what's moving.
Lawmakers in Washington and in statehouses across the country are deciding how menopause is researched, taught, covered, and supported at work. We follow it closely so you don't have to.
The policy landscape
Half the population. Until recently, almost no policy.
For decades, menopause sat almost entirely outside public policy. That is changing. In September 2026, the U.S. Senate held its first hearing on menopause. Days later, advocates from 29 states met with congressional offices at the first Perimenopause & Menopause Capitol Hill Day.
The bills now in motion fall into four areas:
Research
Funding to study menopause, including in servicewomen and veterans.
Clinician education
Putting menopause into medical training so women get informed care.
Coverage
Requiring insurers to cover menopause evaluation and treatment.
Workplace
Giving employees the right to reasonable accommodations for symptoms.
Why we advocate
Why a doctor-led education company shows up on Capitol Hill
Selfority exists to translate menopause science into clear education women can use. Advocacy is the other half of that work.
Education helps one woman walk into her appointment prepared. Policy changes what's waiting for her when she gets there: whether her doctor was trained, whether her care is covered, and whether her employer has a plan.
- The research gap shapes every answer. Menopause research receives a small fraction of the NIH budget, so women and their doctors make decisions on thin data.
- The training gap shapes every appointment. Fewer than a third of residency programs include a formal menopause curriculum.
- Policy reaches women we never will. One law can change coverage or workplace rights for millions of people at once.
What we've done
In July 2026, Dr. Sarah Berg took part in a virtual congressional briefing on perimenopause. On September 22, 2026, International Perimenopause Day, Dr. Berg and Rachelle Kuramoto joined the first Perimenopause & Menopause Capitol Hill Day, sponsored by Women's Health Advocates, the National Menopause Foundation, and Perry. Meetings with Senate and House offices focused on research funding, clinician education, access to care, and workplace support.
Our advocacy follows the same rule as our education: evidence first, product-neutral, and practical.
Legislative tracker
Menopause legislation tracker
Key federal, state, and local bills affecting menopause research, care, and the workplace.
Federal
| Bill | What it would do | Focus | Status |
|---|---|---|---|
| Advancing Menopause Care and Mid-Life Women's Health ActS. 4503 / H.R. 9090 | Authorizes $275 million over five years for menopause research, clinician training, public education, and Centers of Excellence. | Research, education | In committee |
| Menopausal Workers' Fairness ActH.R. 9671 | Gives workers at employers with 15+ employees a right to reasonable accommodations for menopause symptoms. Modeled on the Pregnant Workers Fairness Act. | Workplace | In committee |
| Servicewomen and Veterans Menopause Research ActS. 1320 / H.R. 2717 | Directs the Department of Defense and the VA to study menopause in servicewomen and veterans. | Research | On Senate calendar |
| Improving Menopause Care for Veterans ActH.R. 219 | Requires the GAO to study how the VA handles menopause care and report on gaps. | Access to care | In committee |
| Hormone Health Data and Research ActH.R. 9077 | Directs NIH and HHS to study hormone variability and testing in perimenopause and report to Congress. | Research | In committee |
| Reproductive Healthcare Leave ActH.R. 8158 | Provides up to 12 days of paid leave for reproductive health conditions, including menopause. | Workplace, paid leave | In committee |
State and local
| Jurisdiction and bill | What it does | Focus | Status |
|---|---|---|---|
| Rhode IslandS 361 (2025) | Requires employers to provide reasonable accommodations for menopause-related conditions. | Workplace | Law |
| ConnecticutSB 353 (Public Act 26-12) | Requires reasonable accommodations for menopause-related conditions and written notice of these rights to new hires. Effective October 1, 2026. | Workplace | Law |
| Philadelphia, PAFair practices ordinance amendment (2025) | Adds menstruation, perimenopause, and menopause to workplace protections, including accommodations. Takes effect January 1, 2027. | Workplace | Law |
| ConnecticutPublic Act 26-13 | Directs UConn Health to create a clinician toolkit on diagnosing and treating menopause symptoms, due by June 2028. | Clinician education | Law |
| New YorkS8894 | Creates a statewide public awareness campaign about hormone therapy. | Public education | Passed both chambers |
| New YorkS10265 | Bans discrimination and requires accommodations for menstrual, perimenopause, and menopause-related conditions, plus an employee rights pamphlet and workplace notice. | Workplace | In committee |
| New YorkS9247 / A10296 | Requires at least five days of leave a year for employees experiencing menopause symptoms. | Workplace, leave | In committee |
| IllinoisHB 5284 | Addresses discrimination, workplace accommodations, and health plan coverage for menopause. | Workplace, coverage | Pending |
| New JerseySB 3057 | Would require at least two remote-work days a month for qualifying conditions, including menopause. | Workplace | Pending |
| VirginiaHB 1173 / SB 258 | Passed with workplace accommodations; the governor's amendments replaced the mandate with a state workforce study. | Workplace | Narrowed to study |
| CaliforniaAB 1940 | Would have made menopause a protected category under state employment law. | Workplace | Vetoed, Sept. 2026 |
Last updated October 8, 2026. This tracker is for general information and is not legal advice. Bill status changes often, so check the legislature's website for the latest.
Menopause, At Work
For employers, menopause policy is no longer theoretical.
Rhode Island and Connecticut now require employers to provide reasonable accommodations for menopause-related conditions. Philadelphia's protections take effect January 1, 2027. A federal bill modeled on the Pregnant Workers Fairness Act would extend similar rights to employers with 15 or more employees nationwide. More bills are moving in New York, Illinois, and New Jersey.
What this means for HR and People leaders:
- Accommodation requests are coming. Managers need to know how to respond before the first one arrives.
- Notice and policy requirements are arriving. Connecticut already requires written notice of these rights for new hires.
- Waiting for a mandate is the most expensive path. Organizations that build understanding now avoid rushed compliance later.
Menopause, At Work is a doctor-led workplace education program that helps organizations get ahead of this shift. It sits alongside existing benefits and L&D offerings, so managers know how to respond, employees know what support exists, and leaders are ready when requirements arrive.
Menopause education is leadership infrastructure, not a lifestyle perk.
