In November 2025, LDI Senior Fellow Arina Chesnokova, MD, MPH and Abigail Wolf, MD submitted written testimony in support of legislation to provide employment protections for individuals experiencing menstruation, perimenopause, or menopause. 

The testimony focused on menopause and highlighted the impact of menopause symptoms on work, necessity of employment protections for this population, and need for employers to not only accommodate, but also educate employees on this topic. 

On November 11, City Council voted to advance the legislation.

Views expressed by the researchers are their own and do not necessarily represent those of the University of Pennsylvania Health System (Penn Medicine) or the University of Pennsylvania.

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Written Testimony Before the Committee on Health and Human Services Regarding Bill No. 250849

Abigail Wolf, MD
Professor, Clinical Obstetrics and Gynecology, Perelman School of Medicine, University of Pennsylvania and Attending Physician, Obstetrics and Gynecology and Chair, Department of Obstetrics and Gynecology, Pennsylvania Hospital

Arina Chesnokova, MD, MPH
Assistant Professor, Department of Obstetrics and Gynecology, Perelman School of Medicine, VA Medical Center, and Senior Fellow at Penn LDI

Introduction

Good morning. Thank you for the opportunity to provide testimony today regarding Bill No. 250849, introduced by Councilmember Ahmad. We are researchers and clinicians in the field of Obstetrics and Gynecology, with expertise in menopause and menopausal care. We testify today in support of Bill No. 250849, which would provide employment protections for individuals experiencing menstruation, perimenopause, or menopause. Our testimony today represents our our views and not those of the University of Pennsylvania or Penn Medicine.

Menopause symptoms are widespread and can significantly affect work.

One study found that 77% of women experience one or more menopause symptoms that they describe as “very difficult.” Symptoms include hot flashes, night sweats, “brain fog” or memory issues, difficulty sleeping, and urinary symptoms. Severe symptoms may be worse for working-class women, and disabled women are more likely to leave a job due to menopause symptoms compared to non-disabled women.¹ With over 75% of women participating in the labor workforce in the United States during their menopause transition years², and one in every five people in the workforce experiencing perimenopause or menopause, menopause is a common and consequential workplace issue.³ Implementing employment protections for menopause would not only address common workplace challenges but also advance equity for groups disproportionately affected.

Employment protections for women experiencing menopause are necessary.

The economic burden of women experiencing menopause in the workplace is profound: one study found that one in 10 women who have worked during menopause has left a job due to their symptoms.¹ This burden is not only widespread, it is costly. Research estimates an annual loss of $1.8 billion in the United States based on workdays missed due to menopause symptoms.⁴

To support workers experiencing menopause, employers should both educate and accommodate employees by:

Taking the needs of this group into account when making health insurance coverage decisions, providing time off for appointments, considering the impact of employee dress codes on women experiencing menopause, and offering flexible working hours. Resources in the workplace for individuals experiencing menopause may be scarce. One study found that 61% of employees reported no formal menopause-specific policies or resources were in place, and 59% of women reported feeling uncomfortable asking for accommodations.² This gap underscores the need for employers to proactively educate their workforce and implement supportive accommodations to ensure that individuals experiencing menopause are not disadvantaged in the workplace.

In summary, the protections provided in this bill are an important step toward lightening the economic burden of women experiencing menopause in the workplace. These protections could be further enhanced by clear education and communication of menopause resources and policies to employees.

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References

1. Bazeley, Andrew, Catherine Merren, and Alex Shepherd. Rep. Menopause and the Workplace. Fawcett Society, 2022. https://www.fawcettsociety.org.uk/Handlers/Download.ashx?IDMF=9672cf45-5f13-4b698882-1e5e643ac8a6.
2. Employee Perspectives and Challenges Concerning the Transition of Menopause (EMPACT Menopause) Stud. Society for Women’s Health Research, January 2024. https://swhr.org/wp-content/uploads/2024/02/FINAL-Menopause-Workplace-Fact-Sheet02012024.pdf.
3. Mayer, Kathryn. “Employers Are Turning to a New Perk: Menopause Benefits.” SHRM, January 10, 2024. https://www.shrm.org/topics-tools/news/benefits-compensation/menopause-benefits-new-workplace-trend.
4. Faubion, Stephanie S., Felicity Enders, Mary S. Hedges, Rajeev Chaudhry, Juliana M. Kling, Chrisandra L. Shufelt, Mariam Saadedine, Kristin Mara, Joan M. Griffin, and Ekta Kapoor. “Impact of Menopause Symptoms on Women in the Workplace.” Mayo Clinic Proceedings 98, no. 6 (June 2023): 833–45. https://doi.org/10.1016/j.mayocp.2023.02.025.