Unlawful practices: discrimination: menopause.

Plain English Breakdown

The bill summary does not provide specific penalties for non-compliance with the new rules.

Stopping Menopause Discrimination

This law adds perimenopause, menopause, postmenopause, and related medical conditions to the definition of 'sex' under employment laws in California.

What This Bill Does

• Includes perimenopause, menopause, postmenopause, and other related medical conditions within the definition of 'sex' under the California Fair Employment and Housing Act (FEHA).
• Requires the Civil Rights Department to update posters about discrimination in the workplace by July 1, 2027, to include information on protections for women during these stages of life.
• Directs the Office of Community Partnerships and Strategic Communications to create public education materials by July 1, 2027, explaining employment rights related to menopause symptoms.

Who It Names or Affects

• Employers in California
• Women experiencing perimenopause, menopause, or postmenopause

Terms To Know

Civil Rights Department

The agency that enforces laws against discrimination in housing and employment.

FEHA

California Fair Employment and Housing Act, which protects people from unfair treatment at work or when looking for a place to live.

Limits and Unknowns

• The bill does not specify what happens if employers do not follow the new rules.
• It is unclear how much money will be needed to create and distribute the new posters and public education materials.

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 of their rights and protections in regard to perimenopause, menopause, postmenopause, or related medical conditions.
(3) Existing law
establishes the Office of Community Partnerships and Strategic Communications within the Governors’ Office of Service and Community Engagement. Existing law requires the office to initiate and execute campaigns related to the state’s highest priority public awareness and community outreach efforts, as specified.
This bill would require the office, on or before July 1, 2027, to raise awareness of the employment right 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

Download Bill PDF