On August 7, 2026, Illinois enacted the Illinois Menopause Equity and Care Act, which amends the Illinois Human Rights Act (IHRA) to provide workplace accommodations and prohibit discrimination based on menopause-related conditions starting January 1, 2027.

IHRA Prohibits Discrimination

The IHRA prohibits employment discrimination based on a variety of protected classifications, including pregnancy; the new law adds a classification of “menopause-related conditions,” as well as adding it to the definition of conditions related to pregnancy. Menopause-related conditions are defined as perimenopause, menopause, and associated medical or symptomatic conditions that include, but are not limited to: vasomotor symptoms, sleep disruption, cognitive or mood changes, and osteoporosis-related changes.

Reasonable Accommodations

The IHRA will require employers to provide reasonable accommodations for menopause-related conditions. Reasonable accommodations may include flexible scheduling or modified work hours, as well as adjustments to workplace temperature or climate conditions. Employers should engage in the interactive process with employees who request such accommodations, and may deny a requested accommodation only if the employer can demonstrate that providing it would impose an undue hardship.

Notice Requirements

Employers are required to post a notice in a conspicuous location and in the employer’s employee handbook no later than January 1, 2027, that states the right to reasonable accommodations for menopause-related conditions.

Employer Takeaways

Prior to January 1, 2027, employers should ensure that proper notices are posted that include employees’ rights related to accommodations for menopause-related conditions. Employers should also review and update their reasonable accommodation policies and procedures to address menopause-related conditions, including the employee handbook, and train managers and HR personnel on recognizing and responding to accommodation requests related to menopause-related conditions

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THIS DOCUMENT PROVIDES A GENERAL SUMMARY AND IS FOR INFORMATIONAL/EDUCATIONAL PURPOSES ONLY. IT IS NOT INTENDED TO BE COMPREHENSIVE, NOR DOES IT CONSTITUTE LEGAL ADVICE. PLEASE CONSULT WITH COUNSEL BEFORE TAKING OR REFRAINING FROM TAKING ANY ACTION.