Effective immediately, New Hampshire has updated and expanded the state’s current “Fair Employment Practices” statute pertaining to pregnancy accommodations to include menopause and menopause-related conditions.
It is now an unfair employment practice for an employer to refuse to reasonably accommodate an employee’s or prospective employee’s condition related to menopause, just as it is illegal to refuse to accommodate an employee’s condition related to pregnancy, childbirth, or a related medical condition. “Related condition” now also includes the need to manage the effects of vasomotor symptoms.
Employers must provide written notice, including notice conspicuously posted at an employer’s place of business in an area accessible to employees, of the right to be free from discrimination in relation to pregnancy, childbirth, menopause, and related conditions, including the right to reasonable accommodations for conditions related to pregnancy, childbirth, menopause, or related conditions to:
- New employees at the commencement of employment;
- Any employee who notifies the employer of her pregnancy or menopause within 10 days of such notification.
You can access the enacted bill here.