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SB2967 • 2026
MENSTRUAL HEALTH-PAID LEAVE
This bill passed both chambers and reached final enrollment, even if later executive action is not shown here.
Using official source text because the generated explanation was unavailable or could not be confirmed against the official bill text.
MENSTRUAL HEALTH-PAID LEAVE
Rule 3-9(a) / Re-referred to Assignments
Rule 2-10 Committee/3rd Reading Deadline Established As May 22, 2026
Rule 2-10 Committee/3rd Reading Deadline Established As May 15, 2026
Rule 2-10 Committee Deadline Established As April 24, 2026
Rule 2-10 Committee Deadline Established As March 27, 2026
To Paid Leave
Assigned to Executive
Filed with Secretary by Sen. Adriane Johnson
First Reading
Referred to Assignments
MENSTRUAL HEALTH-PAID LEAVE
Illinois General Assembly - Full Text of SB2967 Select Language × The Illinois General Assembly offers the Google Translate™ service for visitor convenience. In no way should it be considered accurate as to the translation of any content herein. Visitors of the Illinois General Assembly website are encouraged to use other translation services available on the internet. The English language version is always the official and authoritative version of this website. NOTE: To return to the original English language version, select the "Show Original" button on the Google Translate™ menu bar at the top of the window. 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Full Text of SB2967 Home Legislation Full Text SB2967 - 104th General Assembly Bill Status Full Text Votes Witness Slips Select Menu Bill Status Full Text Votes Witness Slips Printer Friendly Version Introduced Printer Friendly Version Introduced Open PDF 104TH GENERAL ASSEMBLY State of Illinois 2025 and 2026 SB2967 Introduced 1/27/2026, by Sen. Adriane Johnson SYNOPSIS AS INTRODUCED: New Act Creates the Menstrual Health Workplace Equity Act. Provides that an employee who experiences a menstrual health condition may use up to 40 hours of paid leave per year that the employee is entitled to under the Paid Leave for All Workers Act for menstrual health reasons. Provides that, if the paid leave the employee is entitled to is insufficient to cover the employee's needs, the employee may request an additional 40 hours of paid menstrual leave per year or request a hybrid work option. Sets forth provisions concerning employer responsibilities and enforcement by the Department of Labor. Effective immediately. LRB104 17106 SPS 30525 b A BILL FOR SB2967 LRB104 17106 SPS 30525 b 1 AN ACT concerning employment. 2 Be it enacted by the People of the State of Illinois, 3 represented in the General Assembly: 4 Section 1. Short title. This Act may be cited as the 5 Menstrual Health Workplace Equity Act. 6 Section 5. Findings and purpose. 7 (a) The General Assembly finds and declares: 8 (1) Menstruation is a natural biological process, but 9 for some people, it can occur with severe symptoms that 10 are debilitating. The employment laws of this State do not 11 adequately address this issue. 12 (2) In order to ensure menstrual equity in the 13 workplace, it is important to recognize menstrual 14 complications as a qualifying condition for leave. 15 (3) The debilitating pain that women experience during 16 menstruation is similar to an illness. 17 (4) This Act represents an important shift in how 18 workplaces and institutions view women's health, and it is 19 critical to breaking taboos and moving toward a more 20 inclusive and balanced workplace. 21 (b) The purpose of this Act is to improve employee 22 well-being, create a more inclusive workplace, and reduce 23 stigma, leveraging the progressive stance of this State toward SB2967 - 2 - LRB104 17106 SPS 30525 b 1 paid leave to specifically address menstrual health. 2 Section 10. Definitions. As used in this Act: 3 "Department" means the Department of Labor. 4 "Employee" has the meaning ascribed to that term in 5 Section 2 of the Illinois Wage Payment and Collection Act and 6 also includes any employee of the State of Illinois. 7 "Employer" has the meaning ascribed to that term in 8 Section 2 of the Illinois Wage Payment and Collection Act and 9 also includes the State of Illinois. 10 "Hybrid work option" means allowing an employee to work 11 remotely. 12 "Menstrual health condition" means symptoms caused by 13 menstruation, endometriosis, polycystic ovary syndrome, or 14 menopause. 15 Section 15. Menstrual health leave. 16 (a) An employee who experiences a menstrual health 17 condition may use up to 40 hours of paid leave per year that 18 the employee is entitled to under the Paid Leave for All 19 Workers Act for menstrual health reasons. If the paid leave 20 the employee is entitled to is insufficient to cover the 21 employee's needs, the employee may request an additional 40 22 hours of paid menstrual leave per year or request a hybrid work 23 option. 24 (b) An employer that provides the minimum number of hours SB2967 - 3 - LRB104 17106 SPS 30525 b 1 of paid leave for menstrual health reasons to an employee is 2 not required to carry over that paid leave from one 12-month 3 period to a different 12-month period. 4 (c) An employer shall not require that an employee provide 5 any specific reasons beyond menstrual health for a request for 6 leave made under this Section. 7 (d) An employer may request up to 24 hours of notice by an 8 employee for foreseeable requests for leave made under this 9 Act. However, an employer shall allow for short-notice 10 requests for leave if an employee has an acute need for the 11 leave. 12 (e) An employee who makes a request for leave under this 13 Section must have a documented history of a debilitating 14 menstrual health condition. An employer shall not require an 15 employee to provide a doctor's note for requests for leave 16 under this Section that are less than 3 days in duration. An 17 employer shall develop a policy that allows for absences that 18 exceed 3 days with a focus on an employee's fitness to perform 19 job-related tasks. 20 Section 20. Employer responsibilities. 21 (a) An employer shall treat health information associated 22 with requests for leave made under Section 15 confidentially. 23 (b) An employer shall not take any adverse action against 24 an employee because the employee exercises rights or attempts 25 to exercise rights under this Act. SB2967 - 4 - LRB104 17106 SPS 30525 b 1 (c) An employer shall post and keep posted, in a 2 conspicuous place on the premises of the employer where 3 notices to employees are customarily posted, a notice 4 summarizing the requirements of this Act. 5 Section 25. Department responsibilities. 6 (a) The Department shall administer and enforce this Act 7 and adopt rules under the Illinois Administrative Procedure 8 Act for the purpose of this Act. The Department shall have the 9 powers and the parties shall have the rights provided in the 10 Illinois Administrative Procedure Act for contested cases. The 11 Department shall have the power to conduct investigations in 12 connection with the administration and enforcement of this 13 Act, including the power to conduct depositions and discovery 14 and to issue subpoenas. If the Department finds cause to 15 believe that this Act has been violated, the Department shall 16 notify the parties in writing and the matter shall be referred 17 to an administrative law judge to schedule a formal hearing in 18 accordance with hearing procedures established by rule. 19 (b) The Department is authorized to impose civil penalties 20 prescribed in Section 30 in administrative proceedings that 21 comply with the Illinois Administrative Procedure Act and to 22 supervise the payment of the unpaid wages and damages owing to 23 the employee or employees under this Act. The Department may 24 bring any legal action necessary to recover the amount of 25 unpaid wages, damages, and penalties, and the employer shall SB2967 - 5 - LRB104 17106 SPS 30525 b 1 be required to pay the costs. Any sums recovered by the 2 Department on behalf of an employee under this Act shall be 3 paid to the employee or employees affected. 4 (c) The Attorney General may bring an action to enforce 5 the collection of any civil penalty imposed under this Act. 6 Section 30. Enforcement. 7 (a) An employee who believes the employee's rights under 8 this Act or any rule adopted under this Act have been violated 9 may, within 60 days after the date of the last event 10 constituting the alleged violation for which the action is 11 brought, file a complaint with the Department or file a civil 12 action. 13 (b) An employer that violates any provision of this Act or 14 any rule adopted under this Act is subject to a civil penalty 15 for each employee affected not to exceed $5,000. Any 16 continuous period of time during which time the employer is 17 found to have violated the employee's rights under this Act, 18 shall constitute a single violation. 19 (c) A civil action may be brought in the circuit court by 20 an employee to enforce this Act. The circuit court may enjoin 21 any act or practice that violates or may violate this Act and 22 may order any other equitable relief that is necessary and 23 appropriate to redress the violation or to enforce the Act. 24 Section 99. Effective date. This Act takes effect upon 25 becoming law. Footer Disclaimer This site is maintained for the Illinois General Assembly by the Legislative Information System, 705 Stratton Building, Springfield, Illinois 62706. Contact ILGA Webmaster ILGA.gov uses cookies to ensure you get the best experience on our website. By continuing to browse ILGA.gov you consent to our use of cookies. 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