Unlawful practices: discrimination: menopause.

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Passed Legislature

This bill passed both chambers and reached final enrollment, even if later executive action is not shown here.

Sponsor: Calderon
Last action: 2026-06-04
Official status: From committee chair, with author's amendments: Amend, and re-refer to committee. Read second time, amended, and re-referred to Com. on JUD.
Effective date: Not listed

Plain English Breakdown

The bill summary does not specify penalties for breaking the new rules.

Stopping Menopause Discrimination

This law adds perimenopause, menopause, postmenopause, and related medical conditions to the list of protected characteristics under California's Fair Employment and Housing Act (FEHA) and requires updates to discrimination posters and public education materials.

What This Bill Does

Includes perimenopause, menopause, postmenopause, and other related medical conditions within the definition of 'sex' in the California Fair Employment and Housing Act (FEHA).
Requires the Civil Rights Department to update its discrimination posters by July 1, 2027, to include information about rights and protections for people experiencing these conditions.
Directs the Commission on the Status of Women and Girls to develop public education materials starting in 2027 that explain workplace protections for employees dealing with menopause-related symptoms.

Who It Names or Affects

Employers who must follow new rules about discrimination based on perimenopause, menopause, postmenopause, or related medical conditions.
Employees experiencing these conditions and their employers who need to understand the rights and protections provided by this law.

Terms To Know

Fair Employment and Housing Act (FEHA): A California law that stops discrimination in housing and employment based on certain characteristics like race, gender, or disability.
Civil Rights Department: The part of the government that enforces laws against unfair treatment in jobs and homes.

Limits and Unknowns

It is not clear how this law will be enforced or what specific actions employers must take to comply with it.
The bill does not specify penalties for breaking these new rules.

Bill History

2026-06-04 California Legislative Information
From committee chair, with author's amendments: Amend, and re-refer to committee. Read second time, amended, and re-referred to Com. on JUD.
2026-06-03 California Legislative Information
Referred to Coms. on JUD. and L., P.E. & R.
2026-05-27 California Legislative Information
In Senate. Read first time. To Com. on RLS. for assignment.
2026-05-26 California Legislative Information
Read third time. Passed. Ordered to the Senate. (Ayes 61. Noes 9.)
2026-05-19 California Legislative Information
Read second time. Ordered to third reading.
2026-05-18 California Legislative Information
Read second time and amended. Ordered returned to second reading.
2026-05-14 California Legislative Information
From committee: Amend, and do pass as amended. (Ayes 11. Noes 3.) (May 14).
2026-05-06 California Legislative Information
In committee: Set, first hearing. Referred to APPR. suspense file.
2026-04-27 California Legislative Information
Re-referred to Com. on APPR.
2026-04-23 California Legislative Information
Read second time and amended.
2026-04-22 California Legislative Information
From committee: Amend, and do pass as amended and re-refer to Com. on APPR. (Ayes 9. Noes 3.) (April 21).
2026-04-13 California Legislative Information
In committee: Set, first hearing. Hearing canceled at the request of author.
2026-03-19 California Legislative Information
From committee: Do pass and re-refer to Com. on JUD. (Ayes 7. Noes 0.) (March 18). Re-referred to Com. on JUD.
2026-03-19 California Legislative Information
Coauthors revised.
2026-03-02 California Legislative Information
Referred to Coms. on L. & E. and JUD.
2026-02-14 California Legislative Information
From printer. May be heard in committee March 16.
2026-02-13 California Legislative Information
Read first time. To print.

Official Summary Text

AB 1940, as amended, Calderon.
Unlawful practices: discrimination: menopause.
(1) Existing law, the California Fair Employment and Housing Act (FEHA), establishes the Civil Rights Department to enforce civil rights laws with respect to housing and employment, as prescribed. The FEHA recognizes and declares to be a civil right the opportunity to seek, obtain, and hold employment and housing without discrimination because of a specified characteristic. The FEHA makes certain discriminatory practices based on those characteristics unlawful. The FEHA also declares that its purpose is to provide effective remedies that will eliminate these discriminatory practices.
The FEHA defines terms used in connection with unlawful practices. These include “sex,” which includes pregnancy or medical conditions related to pregnancy, childbirth or medical conditions related to childbirth, and
breastfeeding or medical conditions related to breastfeeding.
This bill would include perimenopause, menopause, or postmenopause or other related medical conditions within the above definition of sex.
(2) Existing law requires the Civil Rights Department to provide a poster on discrimination in employment to an employer or a member of the public upon request. Existing law requires the poster to be available at each office of the department and requires each employer to post the poster in a prominent and accessible location in the workplace, as prescribed.
This bill would require the department, on or before July 1, 2027, to update the poster to notify
women
people
of
their rights and protections in regard to perimenopause, menopause, postmenopause, or related medical conditions.
(3) Existing law creates the Commission on the Status of Women and Girls within state government and requires the commission to study specified policy areas, including gender in the workplace and employment and the health and safety of women and girls.
This bill would require the commission, beginning July 1, 2027, to raise awareness of the employment rights of women experiencing perimenopause, menopause, or postmenopause by taking specified actions, including developing and distributing public education materials that explain workplace protections applicable to employees experiencing menopause-related symptoms.

Current Bill Text

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