Earlier this month, the Pennsylvania House of Representatives showed its bipartisan support for a bill that would require certain health insurance policies to provide coverage for the treatment of menopausal symptoms.
Similarly, the Philadelphia City Council passed a bill that will prohibit employment discrimination on the basis of menstruation, perimenopause, and menopause and require reasonable accommodations for same.
Below, KingSpry Employment Law Chair, Avery E. Smith, Esq., outlines the Pennsylvania and Philadelphia Bills and offers practical guidance for employers to ensure adequate insurance coverage and discrimination protections for women in the workplace.
Pennsylvania House Bill: Health Insurance Coverage
On October 7, 2026, the Pennsylvania House of Representatives passed House Bill No. 1346 (Insurance Coverage for Menopause) in a 146-57 vote. The Bill now moves on to the state Senate for consideration.
In their sponsor memorandum, Representatives Hanbidge and Cephas explained that “roughly 1.3 million women will transition into menopause each year,” many of whom experience a variety of symptoms. While therapies and prescriptions exist to treat these symptoms, many women may not be able to access them. “For these reasons,” Representatives Hanbidge and Cephas introduced the Bill “to require private insurers to provide coverage for hormonal and non-hormonal therapy to treat menopausal symptoms.”
If enacted, the law will require health insurance policies that are “offered, issued[,] or renewed in this Commonwealth” to “provide coverage for treatment of menopausal symptoms,” subject to the policies’ terms and conditions.
Health insurance policies covered by the law include policies, subscriber contracts, certificates, or plans that provide “medical or health care coverage on an expense-incurred or prepaid basis” pursuant to: (1) the Insurance Company Law; (2) the Health Maintenance Organization Act; (3) 40 Pa.C.S. Ch. 61 (hospital plan corporations); or (4) 40 Pa.C.S. Ch. 63 (professional health services plan corporations).
As the Bill progresses through the legislative process, insurers are encouraged to determine whether their policies are covered by the law. If so, they should proactively identify what changes must be made to ensure compliance with the law, should it be enacted.
Philadelphia City Council Bill: Employment Protections
Set to take effect on January 1, 2027, the Philadelphia City Council unanimously passed Bill No. 250849, which will amend the Philadelphia Fair Practices Ordinance Act to protect employees against discrimination on the basis of menstruation, perimenopause, and menopause.
The Bill will also require reasonable accommodations for medical conditions 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,” provided an employee requests the accommodation and granting it would not cause an undue hardship to the employer.
Employers, employment agencies, and labor organizations covered under the Philadelphia Fair Practices Ordinance Act are encouraged to review the law’s requirements and update their policies, procedures, and training materials to ensure protections are afforded to employees and applicants experiencing menopausal symptoms and who may request reasonable accommodations for such.
Key Takeaways For Employers
Both the Pennsylvania House Bill and the Philadelphia City Council Bill signify a legislative effort to expand access to health care and offer employment protections for women experiencing menopausal symptoms.
The Pennsylvania Bill is not yet law, but its bipartisan support suggests passage in the state Senate and signature by Governor Shapiro are likely. Health insurance providers should determine whether their policies would be covered by the law and, if so, how they will ensure compliance.
The Philadelphia City Council Bill has already been signed and will take effect in the new year. Accordingly, Philadelphia employers should review their current practices and make adjustments to ensure protections are afforded to their female employees.
