A CONCURRENT RESOLUTION URGING THE DELAWARE DEPARTMENT OF HUMAN RESOURCES TO DEVELOP A STATEWIDE EDUCATIONAL STRATEGY ON MENOPAUSE.

153rd General Assembly (2025-2026) Introduced by Darius Brown and 12 co-sponsors

Directs DHRS to develop a statewide menopause education strategy for employees and managers, including symptoms, accommodations, and reducing stigma.

Passed By Senate. Votes: 20 YES 1 ABSENT

Purpose and Intent

HCR 148 is a concurrent resolution in Delaware’s 153rd General Assembly urging the Delaware Department of Human Resources (DHRS) to develop a statewide educational strategy on menopause.

The resolution expresses intent that DHRS create and implement a comprehensive educational framework to inform employees, management, and the broader state workforce about menopause, its effects, and supportive workplace practices.

Key Provisions

Directs DHRS to develop a statewide educational strategy on menopause.

The strategy is expected to cover:

Educational content on menopause symptoms, transitions, and health implications.
Resources and information for employees experiencing menopause.
Best practices for accommodating needs in the workplace (e.g., flexible scheduling, temperature control, breaks, access to rest areas, or other reasonable accommodations).
Guidance for managers and HR personnel on supporting employees undergoing menopause, reducing stigma, and promoting inclusive workplaces.

Encourages dissemination of information to state employees and potentially to broader state-affiliated audiences as appropriate.

May include timelines or milestones for development, rollout, and evaluation (specifics would be determined by the resolution’s directives and any accompanying implementation plan).

Affected Parties

Primary: Delaware Department of Human Resources (DHRS), as the agency tasked with developing and implementing the educational strategy.

State Employees: Current and future state workforce members who may benefit from increased awareness, education, and accommodations related to menopause.

Supervisors, HR personnel, and managers in state agencies who would use the strategy to guide interactions and policies.

Broader public sector partners or contracted providers involved in employee health, wellness, and training initiatives may be engaged as appropriate.

Procedural and Timeline Aspects

Status: Introduced and assigned to the Health & Human Development Committee in the House (as of June 10, 2026).

Committee Action: Reported out of Committee with favorable votes (8 for, 2 on its merits) on June 17, 2026, indicating support for moving the resolution forward in the legislative process.

As a concurrent resolution, it expresses the General Assembly’s position and intent but does not itself create binding law or mandate specific expenditures without subsequent legislative action. If adopted, the resolution would formally urge DHRS to pursue the educational strategy and may prompt development of guidelines or a state-wide program plan.

Implementation would depend on agency priorities, potential budget considerations, and any subsequent legislative or administrative actions.

Potential Impact

Increased awareness and understanding of menopause among state employees and supervisors.

Improved workplace accommodations and inclusive practices for employees experiencing menopause.

Standardized educational resources that can reduce stigma and support a healthier, more productive workforce.

Potential downstream effects on employee wellness programs, human resources policies, and training curricula within state agencies.

Note: The summary reflects the bill’s stated goal and likely content based on the title and action history. Specific statutory language, funding provisions, and detailed timelines would appear in the final enacted text or accompanying implementation plan if the resolution advances.