Two in five women have considered leaving their jobs because of menopausal symptoms. That statistic was cited in the first-ever US executive order on menopause in the workplace, signed by Washington Governor Bob Ferguson on June 1, 2026.
Here is what the order covers, what it could change, and why the $1.8 billion productivity figure is the number every employer needs to hear.
Governor Ferguson's June 2026 executive order directs Washington state agencies to create menopause accommodations and build employer guidance frameworks. It is the first action of its kind by a US governor, and it puts the economic cost of ignoring menopause — estimated at $1.8 billion in lost productivity — on the official record.
What's Actually Happening
On June 1, 2026, Washington Governor Bob Ferguson signed Executive Order 26-01, directing all Washington state agencies to implement accommodations for employees experiencing perimenopause and menopause. This is the first executive order of its kind in the United States, and it tasks agencies with developing practical employer guidance to support affected workers.
The order cites a striking data point: two in five women have considered leaving their jobs because of menopausal symptoms. That translates to an estimated $1.8 billion in lost productivity for employers — a figure that reframes menopause from a personal health matter into a measurable workforce and economic issue.
An $1.8 billion productivity loss is not a wellness talking point. It is a policy argument, and Washington just made it official.
Why This Matters for You
For women in their 40s and 50s, this order is an acknowledgment that symptoms like brain fog, disrupted sleep, and temperature dysregulation are not personal failings — they are documented workplace realities that cost real money and real talent. Having a governor sign an executive order means these conversations now have institutional weight behind them.
It also signals a shift in who is responsible for solutions. Rather than placing the burden on individual women to quietly manage symptoms, the order places accountability on employers and agencies to create supportive conditions.
What You Can Actually Do
- Know what accommodations look like — flexible scheduling, flexible dress codes, temperature control, and access to rest spaces are examples of low-cost, high-impact adjustments that forward-thinking employers are beginning to adopt.
- Share the economic data — the $1.8 billion productivity figure is a powerful conversation-starter with HR or management, because it reframes menopause support as a business decision, not a favor.
- Track what Washington does next — as state agencies develop their guidance frameworks, the resulting toolkits are likely to be publicly available and adaptable for workplaces in any state.
Q&A with the Coach
What does Executive Order 26-01 actually require employers to do?
The order directs Washington state agencies specifically — not all employers — to implement menopause accommodations and develop guidance frameworks that other employers across the state can reference. Think of it as building the blueprint before rolling it out more broadly.
Does this only apply to women in Washington state?
Technically the order governs Washington state agencies, but the employer guidance produced under it will be publicly available and adaptable for organizations anywhere in the country.
What kinds of workplace accommodations are we actually talking about?
Practical examples include flexible scheduling for symptom-heavy days, temperature control options, and access to rest spaces — low-cost adjustments that research shows meaningfully reduce symptom impact at work.
How do I bring this up with my HR department without it feeling awkward?
Citing a government executive order and a $1.8 billion productivity-loss figure changes the frame entirely — you are presenting a workforce data point, not making a personal plea, which tends to land differently.
Is this a sign that federal policy on menopause at work might follow?
It is too early to say, but state-level executive orders often serve as proof-of-concept for federal action — and with bipartisan economic data behind this one, that conversation is more plausible than it was a year ago.
A governor signing an executive order on menopause at work is not a small thing. It is institutional recognition that the perimenopausal years are not a private inconvenience to be quietly managed but a workforce reality that deserves real infrastructure.
The blueprint is being built. Watching how Washington's agencies implement it — and who follows — is going to be one of the more interesting workplace policy stories of the next few years.
What do you think?
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Source: Washington Governor's Office — Executive Order 26-01:
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