Plain English Breakdown
The official text confirms the bill passed both chambers but does not provide an effective date, leaving uncertainty about when enforcement begins.
AB-1940: Adding Menopause Protections Against Discrimination
This law adds perimenopause, menopause, and postmenopause to the legal definition of sex so that discrimination based on these conditions is unlawful under California's Fair Employment and Housing Act.
What This Bill Does
- Adds perimenopause, menopause, postmenopause, and related medical conditions to the existing legal definition of 'sex' in state civil rights laws.
- Clarifies that the separate legal definition for 'medical condition' does not limit or change this new protection within the definition of sex.
- Requires the Civil Rights Department to update its employment discrimination poster by July 1, 2027, to include information about menopause-related protections.
- Directs the Commission on the Status of Women and Girls to create public education materials starting in July 2027 that explain workplace rights for employees with menopause symptoms.
Who It Names or Affects
- Employers who must display updated posters about employee rights regarding menopause.
- Employees experiencing perimenopause, menopause, or postmenopause who are protected from discrimination in employment and housing under FEHA.
- The Civil Rights Department, which must update official documents by a specific date.
- The Commission on the Status of Women and Girls, which must develop new educational materials.
Terms To Know
- FEHA
- The California Fair Employment and Housing Act, which makes discrimination in jobs and housing illegal based on specific traits like sex or race.
- Perimenopause
- A stage before menopause included in the new legal definition of sex for protection against discrimination.
Limits and Unknowns
- The official text does not list a specific effective date for when this law begins.
- The summary describes required actions but does not detail penalties for employers who fail to update their posters by July 2027.
- The law defines what conditions are protected but does not specify exactly which workplace accommodations must be provided.