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May 7, 2026
On December 3, 2025, Philadelphia Mayor Cherelle Parker signed Bill No. 250849 into law, expanding existing employment protections under the Philadelphia Fair Practices Ordinance (“the PFPO”) to employees experiencing menstruation, perimenopause, or menopause. This measure will take effect on January 1, 2027, making Philadelphia one of the first major cities to ban discrimination and require accommodation based on menstruation, perimenopause, and menopause.
The PFPO is a local anti-discrimination law that applies to employers (other than fraternal, sectarian, charitable, or religious groups) with one or more employees (excluding parents, spouses, or children) working in Philadelphia. The PFPO prohibits discrimination in employment on the basis of race, ethnicity, color, sex (including pregnancy, childbirth, or a related medical condition), reproductive health autonomy, sexual orientation, gender identity, religion, national origin, ancestry, age, disability, marital status, source of income, familial status, genetic information, and domestic or sexual violence victim status. The PFPO also prohibits retaliation and requires reasonable accommodations related to these protected classes.
Bill No. 250849 adds menstruation, perimenopause, and menopause to the PFPO’s list of protected classes. As a result, employers will be prohibited from taking adverse employment action – such as termination or demotion – because the employee is experiencing menstruation, perimenopause, or menopause. The law also requires employers to provide reasonable accommodations to employees when their symptoms related to menstruation, perimenopause, or menopause substantially interfere with their ability to perform one or more job functions. Potential accommodations could include flexible scheduling, additional or extended breaks, access to temperature-controlled environments, and temporary modifications of job duties. Employers will need to engage in an interactive process to determine appropriate accommodations related to menstruation, perimenopause, and menopause, and implement reasonable accommodations unless doing so creates an undue hardship.
Philadelphia employers must be prepared to comply with Bill No. 250849 by January 1, 2027. As soon as possible, employers should:
This article is designed to provide one perspective regarding recent legal developments, and is not intended to serve as legal advice. Always consult an attorney with specific legal issues.
