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119-hr-9671119th CongressWALLET

Menopausal Workers’ Fairness Act of 2026

Sponsored By: Representative Dingell, Debbie [D-MI-6]

Introduced

Summary

This bill would create federal protections so workers experiencing menopause can get reasonable workplace accommodations for menopause-related symptoms. It also seeks to reduce stigma and update workplace rules to reflect the menopausal transition.

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Bill Overview

Analyzed Economic Effects

3 provisions identified: 3 benefits, 0 costs, 0 mixed.

Protections for menopausal workers

If enacted, this bill would define who is covered and what counts as menopause or menopausal transition. It would require covered employers (for example, employers with 15 or more employees and certain public employers) to give reasonable accommodations when an employee tells the employer about menopause-related limits. The bill would create a "Predictable Assessments" list of low-burden fixes—like water at your desk, extra restroom breaks, sit/stand options, and breaks to eat or drink—that generally would not need heavy medical proof. Employers could only refuse an accommodation if they show it would cause undue hardship.

EEOC rules on menopause at work

If enacted, the Equal Employment Opportunity Commission would have to issue rules within one year that explain menopause-related limitations, give examples of reasonable accommodations, and say when employers can ask for supporting documentation. The Congressional Accountability Board would then issue matching rules within six months, with limited ability to modify them for good cause. These rules would guide employers and help standardize workplace decisions nationwide.

Enforcement, remedies, and funding

If enacted, the bill would let people use the same complaint, investigation, and remedy processes that apply under Title VII and related laws to enforce menopause accommodation rules. It would waive State sovereign immunity so people could sue States for violations and make remedies against States the same as against other employers. The bill would appropriate $4,500,000 to help carry out the law. The bill also limits some damages where an employer can show it worked in good faith with the employee to try to provide an effective accommodation.

Sponsors & CoSponsors

Sponsor

Dingell, Debbie [D-MI-6]

MI • D

Cosponsors

  • Rep. Amo, Gabe [D-RI-1]

    RI • D

    Sponsored 10/29/2026

  • Rep. Clarke, Yvette D. [D-NY-9]

    NY • D

    Sponsored 7/14/2026

  • Del. Norton, Eleanor Holmes [D-DC-At Large]

    DC • D

    Sponsored 7/14/2026

  • Rep. Wilson, Frederica S. [D-FL-24]

    FL • D

    Sponsored 7/14/2026

  • Rep. Tlaib, Rashida [D-MI-12]

    MI • D

    Sponsored 7/14/2026

  • Rep. Grijalva, Adelita S. [D-AZ-7]

    AZ • D

    Sponsored 7/20/2026

  • Rep. Randall, Emily [D-WA-6]

    WA • D

    Sponsored 7/27/2026

  • Rep. Moulton, Seth [D-MA-6]

    MA • D

    Sponsored 8/3/2026

  • Rep. Ross, Deborah K. [D-NC-2]

    NC • D

    Sponsored 9/21/2026

Roll Call Votes

No roll call votes available for this bill.

View on Congress.gov
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