Relates to paid leave for menstrual complications and menopause

2025 Regular Session Introduced by Jenifer Rajkumar

A 1940 would establish paid leave for menstrual complications and menopause, giving workers time off for care and symptom management, while prompting employer policy updates.

REFERRED TO LABOR

Overview

Bill Number: A 1940

Title: Relates to paid leave for menstrual complications and menopause

Status: REFERRED TO LABOR

Introduced: January 14, 2025

Legislative Actions: 2025-01-14: REFERRED TO LABOR (listed twice)

Related Bills: A 5857 (prior-session); S 3908 (companion) ; S 202 (prior-session)

This bill appears to address paid leave benefits specifically for menstrual-related health issues and menopause, with the aim of providing workers with paid time off to manage these conditions.

What the bill would change (based on title and typical legislative structure)

Establishment or modification of paid leave related to menstrual complications and menopause. The exact design (whether new paid leave would be created, or existing leave programs would be expanded to cover these conditions) is not specified in the information provided.

The bill would define eligibility, duration, rate of pay, and how leave interacts with any existing paid or unpaid leave programs (e.g., general paid leave, sick leave, or family/medical leave), but the precise provisions are not listed here.

Potential requirements for employers (e.g., notice, documentation, recordkeeping) and any enforcement mechanisms would typically be included, though specific language is not available in the summary provided.

Who would be affected

Workers experiencing menstrual complications or menopause-related health issues who need paid time off for medical care or to manage symptoms.

Employers subject to state leave laws, which could include private-sector employers and any public filings or government contractors within the state’s jurisdiction.

Human resources departments and payroll operations responsible for administering leave, pay, and compliance.

Procedural and timeline aspects

Current stage: Referred to the Labor Committee, indicating the bill will be reviewed by that committee before progressing (amendments and hearings could occur).

Companion and related references: A 5857 (prior-session) and S 3908 (companion) suggest parallel or related efforts in other chambers; S 202 (prior-session) also connected.

As of the provided information, no further actions or deadlines are listed beyond the initial referral.

Potential impacts and considerations (informational)

Workers could gain access to dedicated paid leave for menstrual health and menopause, improving access to necessary care and reducing hardship during symptomatic periods.

Employers would need to implement or adjust leave policies, ensure compliance, and coordinate with payroll and human resources.

State policymakers may consider budgetary implications, enforcement, and definitions of “menstrual complications” and “menopause” to ensure clear applicability and coverage.

Next steps for readers

Review the bill text and any fiscal impact statements when released to understand specific eligibility, duration, pay rates, and any carve-outs.

Monitor updates from the Labor Committee for hearings, amendments, and voting timelines.

Check for the companion Senate bill S 3908 and related measures (A 5857, S 202) for aligned or differing provisions.

Bill