Siblings, Organ Donation, Menopause: Rhode Island Leave and Accommodation Laws
Rhode Island has expanded its paid leave program by increasing benefit rates and broadening caregiver benefits, and enacted a groundbreaking amendment to its accommodation law to include menopause-related conditions. Here are the key takeaways for employers:
Temporary Disability Insurance (TDI) and Temporary Caregiver Insurance (TCI)
Contributions. House Bill No. 6066 and Senate Bill No. 974 increased the threshold for calculating the taxable wage base for TDI claims from $38,000 to $100,000 to qualify for the maximum weekly benefit amount and the maximum duration.
Benefit rate. The benefit rate of 4.62% of the employee’s wages during the highest quarter of their base period will apply until December 31, 2026. It will then increase as follows:
- January 1 to December 31, 2027: 5.38%
- January 1, 2028 onwards: 5.77%
Additional family relationship. The employee may take TCI leave to care for a sibling. “Sibling” means children with a common parent, including biological siblings, half-siblings, step-siblings, foster siblings, and adopted siblings.
Bone marrow and organ donor leave. House Bill No. 6065 allows eligible employees to take paid medical leave under the TDI program for procedures, testing, and recovery associated with being a living organ or bone marrow donor. Employees may take a maximum of 30 days of leave for organ donation and 5 days for bone marrow donation. In addition, Senate Bill No. 829 also extends temporary caregiver benefits to qualified living organ and bone marrow donors. Both these bills are effective on January 1, 2026.
Fair Employment Practices
Since 2015, Rhode Island’s Fair Employment Practices law has required employers to provide reasonable accommodations to employees or job applicants for pregnancy, childbirth, or related medical conditions such as lactation and breastfeeding. Effective immediately, Senate Bill No. 361 adds menopause-related conditions to the list, which makes Rhode Island the first state to expressly include menopause protections into law.
The amendment to the Fair Employment Practices law will also require employers to post and provide a rights notice to new employees as well as any employee who notifies them of their pregnancy or menopause within ten days of such notification. Employers should monitor the Rhode Island Commission for Human Rights website for the updated notice.
According to the bill’s sponsor, almost 100,000 women in Rhode Island (over 10% of the workforce) may be navigating menopausal symptoms while they work. Studies cited by the bill’s sponsor highlight significant gaps in workplace support for menopause, with one in four women avoiding or reconsidering leadership roles due to menopause symptoms, and two in five either considering or pursuing a job change. Additionally, a Mayo Clinic study estimated that menopause-related symptoms cost U.S. businesses $1.8 billion annually in lost productivity, underscoring the need for stronger workplace policies to support affected employees.
FINEOS can help with your state leave programs
Although Rhode Island does not permit TDI/TCI private plans, FINEOS is ready to administer new and amended state leave programs—ensuring seamless compliance and support for your workforce. Using modern insurance technology solutions like the FINEOS Platform can help insurance carriers and employers remain compliant and competitive when leave legislation is revised and new products are authorized by governing jurisdictions. Learn more about how a modern, integrated disability and absence management (IDAM) solution can help your organization adapt to this rapidly evolving market and remain in compliance.
