Washington State’s New Order on Menopause Accommodations: What Employers Need to Know
On June 1, Governor Bob Ferguson of Washington signed Executive Order 26-01 to support more accommodations for menopause and perimenopause in the workplace.
The executive order instructs the Washington State Women’s Commission to collaborate with state cabinet agencies to develop policy recommendations for providing reasonable accommodations to workers experiencing perimenopause and menopause.
More below on how this may affect employers and what you can do to stay prepared.
Key takeaways
- Washington's recent Executive Order 26-01 initiates research into policy recommendations for workplace menopause and perimenopause accommodations.
- While few states currently have menopause-related laws, legislative momentum is growing across the US.
- Symptoms like hot flashes and fatigue can affect productivity, requiring thoughtful accommodations like flexible scheduling and environments.
- Proactively auditing your current accommodation policies ensures compliance and empowers employees to perform their best work daily.
What does the Washington executive order on menopause say?
So what’s changed? As of now, not much. Executive Order 26-01 is a push for the Washington State Women’s Commission to begin actively researching and developing policy recommendations for how workers going through menopause and perimenopause can best be accommodated.
Per the executive order, the commission must provide the governor’s office with a report on its progress no later than April 30, 2027.
Do other states have laws about workplace accommodations for menopause?
"The conversation around menopause and perimenopause in the workplace has been overdue for years, and Washington’s Executive Order 26-01 is a clear indication that the conversation is moving beyond awareness and into action,” says Katy Huston, Senior Manager of HR Consulting Services at BambooHR.
Currently, Rhode Island is the only state with a law that explicitly protects the rights of workers experiencing menopause, adding menopause to the state’s list of protected conditions.
On the municipal level, the city of Philadelphia passed a law in 2025 that protects employees from discrimination based on menopause, perimenopause, or a menstrual health condition. The law goes into full effect in 2027.
While there aren’t many laws on the books right now, there are several states with proposed legislation, including Illinois (the Illinois Menopause Equity and Care Act has passed both houses and is waiting for the governor’s signature) and Virginia (an amendment to the Virginia Human Rights Act passed both houses, but was vetoed by the governor in May 2026).
As the conversation continues around menstruation and menopause as protected health conditions, the volume of legislation is likely to grow.
How menopause and perimenopause can impact workers
Menopause is defined as when a person has naturally stopped menstruating for a full year, and typically occurs in one’s 50s. Perimenopause is the process of transitioning into menopause. As a person’s estrogen levels decrease and they transition to menopause, they may begin experiencing symptoms like irregular periods, hot flashes, mood changes, joint pain, and difficulty sleeping.
Possible accommodations for employees experiencing menopause symptoms include:
- Temperature-controlled work environments
- Modified physical task requirements (e.g., not lifting heavy objects, changes to sitting/standing positions)
- Modified dress code
- Flexible hours
- Paid menstrual leave
- Remote work options
Companies can stay ahead of compliance issues (and support their employer brand) by exploring accommodation options today.
“The organizations that will be best positioned are the ones asking questions now: How accessible are our accommodations? Are our policies flexible enough to meet people where they are, regardless of their health journey?”
Katy Huston | Sr. Manager of HR Consulting Services | BambooHR
Staying ahead of compliance changes
Katy encourages HR pros to seize on this moment: “HR has an opportunity to lead that conversation—and in many organizations, it can't afford not to."
Now is a good time to audit your existing accommodation policies. As you look for gaps, consider not only the policy on paper, but how those accommodations are put into practice. Do employees know what accommodations are available? How easy is it to submit and approve requests?
“This helps all employees be set up to do their best work and contribute more fully because their needs are met.”
Kelsey Tarp | Director of HR Business Partners | BambooHR
As Kelsey Tarp, Director of HR Business Partners at BambooHR, points out, an effective accommodation policy supports your org beyond just compliance. Proactively offering inclusive accommodations makes you a leader in your industry and allows you to tap into the full potential of your people: “This helps all employees be set up to do their best work and contribute more fully because their needs are met.”
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