To expand access for workers experiencing symptoms related to menopause and the menopause transition to reasonable accommodations that enable them to perform the essential functions of their job without risking their health or economic security.
Key claim: HR9671 would require reasonable workplace accommodations for workers experiencing menopause-related symptoms so they can perform essential job functions without risking health or economic security.
Abstract
(HR9671 · 119th Congress) Latest action (2026-07-14): 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.
Why this matters
Menopause symptoms affect a large share of mid-career women workers, and the absence of an explicit accommodation right has been cited as a driver of attrition, demotion, and lost earnings. HR9671 would extend the reasonable-accommodation model familiar from the ADA and Pregnant Workers Fairness Act to a sex- and age-linked condition, opening a contested question about whether menopause is best addressed through disability law, sex-discrimination law, or a standalone framework.