Starting in 2027, Illinois officials must share menopause information and employers must address related workplace rights; insurance provisions take effect in 2028.
The Department of Public Health must make information about menopause and perimenopause available, including symptoms, treatment choices, patient rights, and resources.
Starting in 2028, covered plans must cover qualifying menopause and perimenopause treatments. Certain plans must also cover a yearly health visit for people 45 and older, usually without patient cost-sharing.
The law includes menopause-related conditions in workplace accommodation protections. Employers must also post or include information about these rights in employee materials.
The Department of Public Health must make educational materials about menopause and perimenopause available to the public. The materials must address menopause and perimenopause and be available on the Department’s website. The materials must cover common symptoms, evidence-based treatments, patient rights, and available resources. The Department may share the materials through public outreach and may designate an annual Menopause Awareness Week. The Act takes effect January 1, 2027.
Certain health plans must cover qualifying treatments and annual health visits for menopause and perimenopause. Treatment coverage applies to group or individual health insurance policies and managed care plans. Annual visits are for people age 45 or older with coverage under a group or individual policy covering more than 25 employees. Treatment must be recommended by a qualified provider licensed, accredited, or certified under Illinois law, shown safe and effective in peer-reviewed studies, and prescribed under current evidence-based guidelines. Coverage includes FDA-approved ways to use the therapy, medicines for related osteoporosis, and non-hormonal treatment for hot flashes. The annual visit must have no cost-sharing, unless that would disqualify a high-deductible plan from health savings account eligibility. These insurance provisions take effect January 1, 2028. The text applies them to plans amended, delivered, issued, or renewed on or after January 1, 2026.
The law includes menopause-related conditions in workplace accommodation protections and required employee notices. The definition covers perimenopause, menopause, and related medical or symptom conditions. Workplace accommodation provisions cover job applicants and employees affected by pregnancy-related conditions, as defined in the law. An employer may deny an accommodation if it can show that the accommodation would be prohibitively expensive or disruptive under the law’s factors. The accommodation rule does not require an employer to create a job that would not otherwise exist, unless it does so for other groups needing accommodations. These provisions take effect January 1, 2027.
No hearings or votes scheduled.