The City of Philadelphia has amended its Fair Practices Ordinance to specifically protect employees from discrimination on the basis of menstruation, perimenopause and menopause.
This includes discrimination on the basis of reproductive health autonomy, whether based on pregnancy, childbirth and related medical conditions, or menstruation, perimenopause or menopause.
The law further requires an employer to provide reasonable accommodation to an employee for needs related to menstruation, perimenopause or menopause if related symptoms substantially interfere with an employee’s ability to perform one or more job functions, absent undue hardship.
Philadelphia joins Rhode Island and Illinois who have also enacted protections for employees going through menopause, as previously discussed on PERKS.
The Philadelphia law takes effect January 1, 2027. The full text of the statute is available here.