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Bill

S 9247

Requires employers to provide a leave of absence for an employee to use for menopause

2025 Regular Session Introduced by Cordell Cleare and 1 co-sponsor

Requires employers to grant at least five days of paid menopause-related leave per 12 months, with no retaliation for taking it.

REFERRED TO LABOR
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Bill Summary · S 9247

Summary of Bill S. 9247 (2025-2026) — New York

Purpose and intent

This bill amends New York Labor Law to require employers to provide a paid leave of absence for employees experiencing menopause symptoms. The goal is to support employees dealing with menopausal challenges by ensuring access to time off without retaliation, and to promote a workplace understanding and normalization of menopause-related issues.

Key provisions

  • Leave entitlement
    • Employers must grant no fewer than five days of leave of absence in any 12-month period to an employee who suffers from menopause symptoms.
  • Non-retaliation
    • Employers may not retaliate against an employee for requesting or obtaining this leave.
  • Compatibility with other leave/benefits
    • The menopause leave does not prevent employers from providing additional leave beyond what is required by this section or from offering other employee benefits provided by law.
    • The section does not affect existing employee rights or other benefits available under law.
  • Administrative guidelines
    • The New York State Department of Labor (the Commissioner) is authorized and directed to establish necessary guidelines, including:
    • Notice, request, and approval processes for leave
    • Documentation requirements
    • Timely implementation of the program
  • Workplace guidance and public awareness
    • In consultation with the Department of Health, the Commissioner of Labor must develop:
    • Workplace guidance to understand and compassionately manage menopause challenges in the workplace
    • A public awareness campaign to normalize menopause and its potential impact on workers
  • Effective date
    • The act takes effect on January 1 of the year following the year it becomes law.

Who is affected

  • Employees: Those experiencing menopause symptoms are eligible for the mandated leave, with at least five days of paid leave per rolling 12-month period.
  • Employers: Employers subject to New York labor law must provide the leave, administer requests, and comply with the new guidelines and anti-retaliation provisions.
  • State agencies: The Department of Labor (and in coordination with the Department of Health) will develop guidelines and public awareness campaigns.

Procedural and timeline considerations

  • Legislative process: The bill was introduced in February 2026 and referred to the Senate Labor Committee. It includes a sponsor list (Sen. Cleare with co-sponsors Sen. Lea Webb and Sen. Cordell Cleare).
  • Guidance development: The Department of Labor, with the Department of Health, is tasked with developing implementation guidelines and a broader workplace/public awareness framework.
  • Effective date: The act becomes law with an effective date of January 1 of the year after it becomes law (i.e., if enacted in 2026, effective January 1, 2027).

Practical impact

  • Provides a enforceable, specific entitlement to paid leave for menopause-related reasons.
  • Establishes protections against retaliation for employees using this leave.
  • Encourages employers to adopt supportive workplace practices and to participate in broader awareness and education efforts.
  • Creates a framework for administration, documentation, and notice to ensure consistent application.

Compiled from official sources — confirm details with the bill’s official record.

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