Your female employees are not
just managing hormones. Many are
managing nervous system overload.

AB 1940, introduced in February 2026, would add perimenopause, menopause, and postmenopause to the definition of “sex” under the California Fair Employment and Housing Act. The bill passed the Labor and Employment Committee 7-0 on March 18, 2026, and is currently pending Senate Appropriations review with a hearing scheduled August 3, 2026. A federal counterpart, the Menopausal Workers’ Fairness Act, was introduced in Congress on July 14, 2026. If enacted, AB 1940 creates three significant obligations for California employers.

First, discrimination, harassment, or retaliation based on menopause-related conditions would become an expressly unlawful employment practice under FEHA, giving employees a clear legal basis to file complaints with the California Civil Rights Department.

Second, employers would be required to engage in a formal, documented interactive process when employees report menopause-related symptoms affecting their work. This is the same interactive process required for disability accommodations. Managers who take disciplinary action against an employee whose performance issues stem from menopause symptoms, without first engaging this process, may expose the organization to FEHA liability.

Third, the California Civil Rights Department would be required to update mandatory workplace discrimination posters by July 2027 to notify employees of their new rights. When that poster goes up, employee awareness of their right to accommodation and their right to file a complaint increases significantly.

California is not moving in isolation. On July 14, 2026, U.S. Representatives Dingell and Clarke introduced the Menopausal Workers’ Fairness Act in Congress. If passed, it would give employees nationwide the right to request reasonable accommodations for menopause-related limitations, bar employers from forcing leave or imposing unwanted accommodations, and require menopause-related medical information to remain confidential. Taken together, AB 1940 and the federal bill signal that menopause protections are moving toward becoming a national standard, not a state-by-state exception.

The Midlife Bloom Method™ gives your HR team the education infrastructure and your employees the wellness tools that demonstrate your organization is taking this seriously before enforcement begins. Organizations that build documented wellness programs and manager training now will be positioned ahead of the mandate. We recommend starting with a consultation now, because building infrastructure takes months, and a complaint can arrive without warning.

This information is for educational purposes and does not constitute legal advice. Consult your employment attorney for guidance specific to your organization.

Every program is custom-built for your organization. Pricing depends on the size of your team, the services you need, and how you want the program structured. We do not publish fixed rates because the right program for a small business looks very different from what a large government agency or hospital system needs. Schedule a complimentary discovery call and we will put together a proposal tailored to your budget and goals.

Yes, completely. All workshops can be delivered via Zoom, and the six-week cohort program is entirely virtual and on-demand. This works well for distributed teams and allows employees to participate from anywhere in the country.

A single workshop can typically be scheduled within two to four weeks. Workshop series are set on a monthly or quarterly schedule and take similar lead time to arrange. Cohort programs run on a set schedule, so planning takes two to four weeks and then the program begins on the next available cohort date. We work with your timeline.

No. These are offered as optional benefits. In practice, organizations see strong voluntary participation because the content is directly relevant and visibly useful. When employees see that midlife health is being taken seriously by their employer, they show up. Many organizations are pleasantly surprised by the response.

For workshops, we collect post-session feedback surveys measuring satisfaction, relevance, and actionability. For cohort programs, we track completion rates, satisfaction, and symptom improvement data, and can correlate with your organizational data if desired. Optional employer reporting provides a dashboard view of participation and outcomes. Reporting is customized to show what matters most to your organization.

Yes. We work with organizations of all sizes. If you have fewer than five people interested in a cohort, we can recommend individual enrollment in a public cohort at an organizational discount, or suggest a workshop-first approach. Many organizations start with a single workshop to build awareness and interest before moving to a larger program. Let's talk about what makes sense for your situation.

Yes, and this is built into the program by default. School districts get content focused on teacher stress, managing a classroom while experiencing symptoms, and energy through a demanding school day. Healthcare organizations get content focused on shift work, high-stress environments, and self-care within demanding schedules. Corporate teams get a focus on leadership, productivity, and performance. Government and public sector clients get content that acknowledges their specific culture and benefits structure. Customization is built in.

Yes. Wellness programs offered to employees are typically deductible as a business expense in the same category as other employee health benefits. Confirm the specifics with your tax advisor or accountant, but this is standard treatment for employer-sponsored wellness programs.

That is actually a very common way organizations start. A single workshop or a small cohort of eight to ten employees lets you test the approach, gather feedback, and measure response before committing to a larger program. We help you design the pilot and measure its results so you can make a confident decision about next steps.