Part I.

Defines four terms. Directs the Department of Health and Human Services (DHHS) to: (1) conduct a comprehensive evaluation of the current state of research regarding menopause-related care (medical, behavioral health, and supportive services addressing symptoms associated with perimenopause, menopause, and postmenopause, including, but not limited to, hormonal and non-hormonal treatments), including the six issues specified; (2) collect data on five age groups ranging from ages 20-29 to 60-69 experiencing menopause-related symptoms; (3) develop a statewide strategic plan addressing knowledge gaps, equitable access to care, and future research focusing on the transition from perimenopause through postmenopause based on the above evaluation and data. Requires a report to the specified NCGA committee by December 1, 2027. Appropriates $5 million from the General Fund to DHHS’s Division of Public Health (DPH) for 2026-27 for the study and strategic plan, education, and training, as described.

Effective July 1, 2026.

Part II.

For the period beginning July 1, 2026, and ending June 30, 2032, specifies that qualifying physicians (defined) subject to the continuing medical education (CME) requirements of GS Chapter 90 will receive two hours of CME credit for each hour of CME completed in perimenopausal, menopausal, or postmenopausal care, available for up to eight hours of CME completed during the incentive period. Instructs DHHS, in collaboration with the NC Medical Board (Board) to promote the CME incentive program along with any other Board approved training opportunities.

Part III.

Instructs DHHS’s Division of Health Benefits (DHB) to take all actions to implement Medicaid coverage for menopause-related care, including the five specified services.

Adds GS 58-3-271 requiring a health benefit plan offered in the State to provide coverage for perimenopausal  and menopausal care and treatment administered by a licensed healthcare provider acting within  the scope of the provider's license, including, at minimum, coverage for the ten specified symptoms. Exempts such coverage from annual deductibles, copayments, or coinsurance. Requires outpatient prescription drug coverage to include coverage for the evaluation and treatment of perimenopause and menopause symptoms, as described. Requires coverage to be provided without use of any utilization management for any treatments that are approved by the FDA or discrimination on the basis of gender expression or gender identity. Requires insurers to annually provide current clinical care recommendations for hormone therapy. Clarifies that the statute does not limit coverage for medically necessary outpatient prescription drugs. Applies to insurance contracts renewed, or amended on or after October 1, 2027.

Makes conforming change to GS 135-48.51 (State health plan coverage and optional mandates related to GS Chapter 58).  Applies to the start of the next plan year following October 1, 2027.

Part IV.

Enacts Article 24, the “Menopause Nondiscrimination Act,” to GS Chapter 95, making it an unlawful employment practice for an employer to take any of the four listed adverse employment actions (including failure to provide reasonable accommodations), on the basis of an employee's or prospective employee's condition related to pregnancy, childbirth, menopause, or a related medical condition in new GS 95-281. Provides for abettor liability. Sets forth burdens of proof. Contains findings from the General Assembly and four defined terms. Adds GS 95-282 requiring employers to provide reasonable accommodations for employes experiencing menopause-related symptoms, similar to protections afforded for pregnancy-related conditions and prohibiting retaliation against employees requesting such accommodations. Lists seven accommodations for physically demanding work and intellectually demanding work and five accommodations for emotionally demanding work. Encourages employees to implement supportive workplace policies. Clarifies that new Article 24 should not be construed to: (1) require an individual with a need related to pregnancy, childbirth, menopause, or a related medical condition to accept an accommodation which the individual chooses not to accept and (2) affect any other provision of law relating to sex discrimination, pregnancy, or menopause or to preempt, limit, diminish, or otherwise affect any other law that provides greater protection or specific benefits with respect to pregnancy, childbirth, menopause, or medical conditions related to childbirth or menopause.

Effective July 1, 2026, appropriates $500,000 from the General Fund to the Department of Labor for 2026-27 to implement the act.

Applies to hiring and employment decisions made, and actions taken, on or after December 1, 2026.

Part V.

Effective when it becomes law, except as otherwise provided.