General Assembly Raised Bill No. 353 seeks to amend Section 46a-60 of the general statutes to enhance workplace protections for employees experiencing menopause-related conditions. Effective October 1, 2026, the bill expands the definition of "reasonable accommodation" to include adjustments such as modified work schedules and temporary transfers for those affected by menopause. It introduces the term "undue hardship," which defines the significant difficulty or expense an employer may face when accommodating such requests. The bill prohibits employers from denying reasonable accommodations for pregnancy or menopause-related conditions unless they can demonstrate undue hardship, protects employees from retaliation for requesting accommodations, and ensures that employers cannot force employees to take leave if a reasonable accommodation is available.

Additionally, the bill mandates that employers provide written notice to employees about their rights regarding discrimination related to pregnancy, childbirth, menopause, and related conditions. This notice must be given to new employees at the start of their employment, to existing employees within 120 days of October 1, 2017, and to any employee who notifies the employer of their condition within ten days. Employers can fulfill this requirement by displaying a bilingual poster with the necessary information. The bill also requires the Commission on Human Rights and Opportunities to develop a model workplace policy on reasonable accommodations for menopause and related conditions, while repealing certain existing language in section 46a-56 to ensure employees are informed of their rights and that employers are prepared to provide necessary accommodations.