Latest action: Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, Oversight and Government Reform, and the Judiciary, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.
Referred to one or more standing committees for review, hearings, and possible markup.
Specific committees not parsed from action data.
The committee may hold hearings, amend the bill, or let it die without action.
Next: Reported
Full chamber floor — Speaker / Majority Leader controls scheduling
Requires employers to provide workplace accommodations for workers experiencing menopause symptoms.
The problem
Workers going through menopause often experience symptoms like hot flashes and fatigue that impact job performance. Many lack legal protections for workplace accommodations, risking their jobs and income.
The proposal
The bill would require employers to offer reasonable accommodations for menopause-related symptoms, similar to other medical conditions, allowing workers to perform essential job duties safely.
The impact
Affects working-age women experiencing menopause. Impacts employers through accommodation requirements. May change workplace policies and healthcare access related to menopause management.
Allows workers with menopause symptoms to request workplace changes like temperature control or flexible schedules. Reduces health risks from untreated symptoms and improves worker wellbeing.
Protects workers from losing jobs due to menopause symptoms. Enables continued employment and income stability during the menopause transition.
Provides legal protections specific to a health issue affecting millions of women. Recognizes menopause as a legitimate workplace health concern deserving accommodation.
Workers able to manage symptoms through accommodations may take fewer sick days. Could improve workplace productivity and reduce turnover costs.
Small businesses may face costs implementing accommodations like workspace modifications or schedule adjustments. Compliance and legal costs could burden smaller employers.
Specific protections for menopause could trigger discrimination concerns or reluctance to hire women in certain roles. Employers might avoid hiring or promoting affected workers.
Bill does not specify how to define or verify menopause symptoms, creating enforcement challenges. Disputes may arise over what accommodations are reasonable.
Accommodations like temperature changes or flexible hours could affect non-menopause employees. Workplace operations may face complications implementing individual accommodations.
Generated by AI from the bill text. Not a prediction and not legal or policy advice. The percentage is the model's own rating of each item — self-reported, and not a measure of how accurate it is.
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Individual contributions, grouped by employer · FEC
Where their individual donors work · 2026 cycle
Money from people who work there, not from the company. Not tied to this bill.
Itemized individual contributions via FEC, grouped by the employer each contributor self-reported. Companies and unions cannot contribute to federal candidates from their treasuries, so these totals are money from people who work at an employer — never from the organization itself. They are campaign contributions covering a full election cycle and are not connected to this bill.
Senate LDA lobbying disclosures
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