On August 7, 2026, Illinois passed the Menopause Equity and Care Act, amending the Illinois Human Rights Act (IHRA) to prohibit menopause-related discrimination and require reasonable accommodations. The law takes effect January 1, 2027.
Discrimination Process
The Act expands IHRA protections by defining pregnancy to include menopause-related conditions, including perimenopause, menopause, and related symptoms. Illinois employers with at least one employee may not discriminate based on these conditions.
Reasonable Accommodation Requirements
The Act extends IHRA reasonable-accommodation requirements to menopause-related conditions. Potential accommodations include flexible schedules, modified hours, and temperature-adjusted workspaces, unless they create an undue hardship.
Notice Requirement
Employers must post IHRA rights notices and include menopause-related accommodation rights in workplace postings and handbooks.
Next Steps for Employers
Before the Act takes effect, employers should review policies, update handbooks and notices, and monitor the Illinois Department of Human Rights website for an updated poster. Download the bulletin for more details.
