New York Assembly Bill A01940

New York 2025-2026 Regular Session

• Introduced: 1/14/25
• Refer: 1/14/25
• Refer: 1/7/26

Caption

Relates to providing four days of paid leave for menstrual complications and menopause.

Summary

Bill A01940, known as the 'New York menstrual and menopause act', seeks to amend the workers' compensation law to provide eligible employees with four days of paid leave per month for menstrual complications and menopause. The bill defines 'menstrual complications' to include conditions such as hypothyroidism, fibroids, menorrhagia, endometriosis, and polycystic ovary syndrome (PCOS). Additionally, it outlines menopause symptoms that qualify for leave, including hot flashes, sleep problems, and hormonal imbalances. The bill aims to ensure that employees can take necessary time off without fear of losing income due to health issues related to menstruation and menopause.

Impact

If enacted, this bill would significantly alter the landscape of workers' compensation law in New York by formally recognizing menstrual complications and menopause as valid reasons for paid leave. This change would provide additional support for employees experiencing these health issues, potentially improving workplace conditions and employee well-being. The bill also requires the Department of Financial Services to consider these provisions when determining employee contributions for the paid family leave program, which could lead to adjustments in funding and policy implementation.

Sentiment

The general sentiment surrounding Bill A01940 appears to be supportive among advocates for women's health and workplace equality, as it addresses a previously overlooked area of employee health needs. However, there may be concerns from some business groups about the financial implications of providing additional paid leave. The lack of voting history and committee discussion transcripts makes it difficult to gauge the full spectrum of sentiment from lawmakers.

Contention

Notable points of contention may arise from the potential financial burden on employers who would be required to provide additional paid leave. Some legislators may argue that the bill could lead to increased costs for businesses, particularly small businesses, while others may emphasize the importance of supporting women's health and well-being in the workplace. The balance between employee rights and employer responsibilities is likely to be a key area of debate.