Your Employees Are Managing Menopause at Work. Here's What You Can Do About It.
Washington's new executive order puts menopause equity on the radar for every employer in the state. Here's what small business owners and managers need to know, and what to do next.
One in four of your employees between the ages of 40 and 59 may be managing menopause symptoms right now. Hot flashes. Brain fog. Fatigue. Sleep disruption. Symptoms that are real, disruptive, and almost never discussed in a manager's meeting.
That's starting to change.
On June 1, 2026, Washington Governor Bob Ferguson signed Executive Order 26-01, directing state agencies to establish workplace accommodations for perimenopause and menopause. The order also affirms that menopause-related symptoms may warrant protection under Washington's Law Against Discrimination (Chapter 49.60 RCW).
The EO applies directly to state agencies. But WLAD applies to everyone. If you employ people in Washington, this is your issue too.
Why This Matters for Your Business
Menopause is not a niche topic. About 38% of Washington's menopause-experiencing workforce falls between ages 40 and 59 and is actively employed. These are your most experienced people: senior contributors, team leads, managers, institutional knowledge holders.
And here's the number that should get your attention: 58% of employees surveyed reported a positive impact on their work when accommodations were provided (Bank of America, 2024).
That's not a feel-good stat. That's a retention and productivity number.
There's also an equity dimension that matters. Hispanic/Latinx and Black individuals experience earlier onset, longer duration, and more intense symptoms than the general population, largely due to systemic health disparities. If your workplace doesn't account for this, you're not just missing a legal obligation. You're creating a two-tier experience for your team.
What the Law Already Requires
You don't need to wait for new legislation to act. Under existing Washington law:
Washington Paid Sick Leave can be used for menopause-related care. If a symptom prevents someone from performing essential job functions, sick leave applies.
Paid Family and Medical Leave (PFML) and FMLA may also apply in more serious cases.
WLAD protections covering disability, sex, gender, and age already extend to menopause-related conditions. Failing to engage in a good-faith accommodation process is a liability, not just a policy gap.
The Washington State Women's Commission has published a detailed employer guide on menopause equity. The baseline is straightforward: have a policy, train your managers, and be willing to have the conversation.
What You Can Do Right Now
You don't need an HR department the size of Boeing's to get this right. Here are six practical steps any employer can take:
1. Update your accommodation policy. Add explicit language covering menopause symptoms. Make clear that reasonable accommodation requests related to perimenopause and menopause will be reviewed through your standard process, without stigma and without retaliation.
2. Give managers the basics. Most managers don't know what menopause symptoms look like at work. A 30-minute training covering symptoms, available accommodations, and how to handle a request is enough to move the needle. Untrained managers are your biggest risk.
3. Clarify leave usage. Communicate to your team that paid sick leave may be used for menopause-related care. Employees should not have to guess.
4. Build in flexibility. Remote work options, flexible scheduling, and the ability to take breaks during long meetings cost very little. For someone managing symptoms, they can make the difference between a productive day and a lost one.
5. Review your benefits. Check whether your health plan covers hormone replacement therapy and reproductive-related care. Gaps here are gaps in your retention offer.
6. Fix the physical workspace where you can. Adjustable temperature controls, access to cold water, consistent restroom access, and a designated rest area are low-cost accommodations with real impact.
Coming Soon: Free Launch and Learn on Menopause Equity
We're hosting a free Launch and Learn session on menopause equity in the workplace, covering what the law requires, how to update your policies, and how to train your managers to handle this well. Stay tuned for the date and registration link.
In the meantime, if you'd like to work through this one-on-one, book a call with our HR team at calendly.com/launchindustries/introductory-meeting.
Resources: Washington State Women's Commission menopause equity employer guide at wswc.wa.gov/menopause-equity. Executive Order 26-01 (signed June 1, 2026). Washington Law Against Discrimination, Chapter 49.60 RCW.
