When I went through perimenopause, I experienced many of the symptoms that countless women report: insomnia that left me exhausted, weight gain that felt out of my control, and brain fog that made it harder to stay sharp at work. These were not minor inconveniences -- they were disruptive, daily challenges. But what I needed was treatment, not workplace accommodation. With the right medical care, my symptoms became manageable, and I was able to continue working productively in the prime of my career.
That's why I worry about Rhode Island's new law requiring employers to provide "reasonable accommodations" for menopause symptoms. The law goes beyond simply barring discrimination; it obligates employers to treat menopause as a condition akin to disability. Most concerning, the statute requires employees to notify their employer that they are experiencing menopause or related conditions in order to access accommodations, and requires the employer to provide a written notice of rights within 10 days of that disclosure.
While this may sound like progress, it sets a dangerous precedent.
Every woman will experience menopause -- this is not a niche issue. Symptoms can persist for a decade or more, often overlapping with women's most important leadership and career years. By folding menopause into frameworks designed for disabilities, we risk creating the very bias we seek to eliminate. Employers may see women in their 40s and 50s as "burdens" requiring special accommodations, just as these women are stepping into their most experienced and productive roles.
Perhaps most concerning, the law effectively requires women to disclose deeply personal health information to their employers in order to request accommodations. This means a woman struggling with hot flashes, insomnia, or brain fog may need to sit down with her manager or human resources representative and explicitly say she is going through menopause. That disclosure is not benign -- it risks reinforcing stereotypes about women being less capable, and it could subtly or explicitly influence hiring, promotions, and leadership opportunities, despite the law barring discrimination.
Research underscores the stubbornness of workplace bias. A 2022 Harvard Business Review study found that when participants were told that a woman's symptoms were due to menopause -- but explained by a colleague rather than the woman herself -- they still rated her as less leader-like, even though they knew the symptoms' cause. The takeaway: simply educating others about menopause does not erase bias, and disclosure often backfires unless it is fully in a woman's own control. Requiring women to "out" themselves to employers risks entrenching, not dismantling, workplace stigma.
This approach also pathologizes instead of treats. The core problem is not that women need special workplace carve-outs -- it's that they are not getting the medical care they need. Only around 5% of U.S. women take hormone therapy, even though it is regarded as the most effective treatment for most. For women who cannot take hormones -- due to breast cancer or other conditions -- effective non-hormonal medications exist, from selective serotonin reuptake inhibitors (SSRIs) and serotonin–norepinephrine reuptake inhibitors (SNRIs) to gabapentin (Neurontin) and fezolinetant (Veozah). With proper treatment, the vast majority of women are able to thrive in their careers.
The stakes are high. Research shows that nearly 11% of women reported missing work due to menopause symptoms and 13% reported at least one adverse work outcome. This is generally not because employers fail to offer accommodations, but because women lack access to appropriate care. The result is a silent talent drain at a time when businesses can least afford to lose skilled, experienced leaders.
The solution lies in access to care, education, and inclusive workplace cultures -- not in labeling menopause as a disability. Employers can support all employees with flexible policies, comprehensive health coverage, and open acknowledgment that menopause is a normal stage of life. The healthcare system must do its part by training clinicians and expanding access to evidence-based treatments.
Women navigating menopause are not broken; the systems around them are. With the right care, we can sleep better, think clearly, and continue to contribute at the highest levels. I know this personally -- I lived it. That's why we must be careful not to turn menopause into a legal disability when the real solution is already in our hands: better healthcare, not workplace accommodations.
Joanna Strober, JD, is CEO of Midi Health, the largest virtual-care platform for women in perimenopause and menopause covered by insurance. She has been recognized by the 2025 Time Healthcare 100 list, Forbes50over50, CNBC Changemakers, and more.
No comments:
Post a Comment
Note: Only a member of this blog may post a comment.