Plain English Breakdown
The bill summary does not specify the exact nature of reasonable accommodations required by employers.
Virginia Human Rights Act; Reasonable Accommodation for Menopause
This act adds protections against discrimination based on menopause or perimenopause in Virginia, requires a study by labor and health officials to examine existing policies and best practices related to menopause accommodations in employment environments, and mandates the publication of findings.
What This Bill Does
- Adds menopause and perimenopause as protected categories under the Virginia Human Rights Act for purposes of nondiscrimination in government programs, public accommodation, employment hiring, and reasonable employer accommodation.
- Directs labor and health officials to conduct a study on menopause and perimenopause accommodations in employment environments, including existing policies and best practices.
- Requires the submission of a report by July 1, 2028, detailing findings and recommendations related to menopause accommodations in employment environments.
- Publishes the report on the Department of Labor and Industry's website.
Who It Names or Affects
- Employees who experience menopause or perimenopause
- Employers required to provide reasonable accommodations (nature not specified)
- Labor and health officials conducting the study
Terms To Know
- Menopause
- The time in a woman's life when her menstrual cycles stop permanently, usually occurring around age 50.
- Perimenopause
- The transitional period before menopause when hormone levels start to change and menstrual cycles become irregular.
Limits and Unknowns
- Does not specify the exact nature of reasonable accommodations required by employers.
- It does not provide penalties for non-compliance with accommodation requirements.