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On November 20, 2025, the Philadelphia City Council amended the Philadelphia Fair Practices Ordinance (PFPO) to prohibit discrimination against employees based on menstruation, perimenopause, and menopause.
United States
Employment and HR
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On November 20, 2025, the Philadelphia City Council amended the
Philadelphia Fair Practices Ordinance (PFPO)
to prohibit discrimination against employees based on menstruation,
perimenopause, and menopause.
Starting January 1, 2027, Philadelphia employers must, upon
request, provide reasonable accommodations “for needs related
to menstruation, perimenopause, or menopause, if the symptoms of
menstruation, perimenopause, or menopause substantially interfere
with an employee’s ability to perform one or more job
functions,” unless doing so would cause the employer an undue
hardship.
Because menstruation, perimenopause, and menopause are not
explicitly recognized as protected classes under Pennsylvania or
federal law, employers should be aware of these unique obligations
and employee protections. While Rhode Island adopted a law in June 2025
requiring employers to provide workplace accommodations for job
applicants and employees experiencing menopause and
menopause-related medical conditions, Philadelphia’s ordinance
specifically addresses menstruation. Philadelphia is the first
major American city to include menstruation, perimenopause, and
menopause among its list of protected classes.
The PFPO was last amended on January 16, 2023 to provide
employees with protection on the basis of their reproductive health
autonomy.
Employers already familiar with engaging in the interactive
process can follow a similar protocol when providing accommodations
to those experiencing symptoms of menstruation, perimenopause, or
menopause. Before the ordinance goes into effect, however,
employers may consider reviewing their policies and accommodation
practices as well as training managers and human resources
teams.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.