Guide to supporting and accommodating employees with chronic migraines

How to support and accommodate employees with chronic migraines

Did you know that an estimated 86 million workdays are lost due to migraines? Migraines can also cause rising cases of presenteeism (when workers are at work, but not able to function at full capacity).

One in seven people experience migraines, ranging from occasional attacks, to frequent weekly episodes. Despite how often migraines can occur, those suffering from them still face stigma, affecting both the workplace and the individual. Migraines can last from four hours to three days, with symptoms persisting for long periods. For some, it's possible to return to work between attacks, but short-term absences due to migraines can disrupt staff and management procedures. Migraines can also affect project deadlines if affected individuals are off work for long periods.

The misconception of using migraines as an excuse for sick leave has harmed those who are genuinely affected by the condition. This can lead to inadequate support from employers. Absence policies targeting frequent short-term absences can be unfair to migraine sufferers who may be unaware of their rights. Many employees work through migraines due to presenteeism, fearing disciplinary action or being seen as unreliable in the eyes of their employer.

Failing to support staff with long-term health conditions such as frequent migraines can lead to training, redundancy, recruitment and litigation costs for employers. A lack of support also lowers morale and productivity. Employers need to put proper measures in place to support individuals with migraines, so they can stay in their roles and achieve their potential. Here's a guide to supporting and accommodating employees who have chronic migraines.

What is a migraine?

A migraine is a neurological condition that causes a person to experience intense, debilitating headaches along with other symptoms such as feeling sick. The head pain experienced during a migraine is usually a severe throbbing or pulsating pain, with a focus on one side of the head (although it can affect both sides).

Alongside head pain, migraines often come with nausea, vomiting and extreme sensitivity to fluorescent/incandescent lighting, sounds, computers and smells. About 25% of migraine sufferers experience visual disturbances like flashing lights, zigzag patterns or blind spots before or during their headaches. Some also experience sensory, motor or speech disturbances.

Some people also experience symptoms before (prodrome) or after (postdrome) the migraine attack. Prodrome symptoms, which can occur hours or days before the attack, include mood changes, food cravings, neck stiffness and frequent yawning. Postdrome symptoms, often known as a “migraine hangover,” can include exhaustion, confusion and general discomfort.

Migraines can vary in frequency and intensity, with triggers including stress, hormonal changes, menstruation, certain foods and beverages, and environmental changes. Treatment includes making lifestyle changes, painkillers and medications to help ease symptoms.

Migraines can have a significant impact on a person's work, family and social lives. The complex nature of migraine means that the treatments available are varied and differ from person to person. There's currently no cure for migraine, so it's important that managers communicate openly with staff who suffer from the condition, so they can make accommodations to help balance work with medical needs.

How can managers help employees with migraines?

Managers should do what they can to support employees with migraines while creating an understanding work environment. They should encourage employees to be open about when migraines occur, so they can speak without fear of stigma or negative repercussions. They may also decide to promote awareness of migraines to the wider company, so that other team members can be more empathetic and understanding. The following guidelines can help employers to manage staff who may suffer from frequent migraines.

Flexible working arrangements

Offering flexible work arrangements that enable employees to adjust their schedules, work from home or take breaks as needed can help them manage their symptoms more effectively. Ensuring that the workplace is physically accommodating is also important. This can include providing a quiet, dark room where employees can rest during a migraine attack. Employers should also consider how they can reduce staff exposure to bright fluorescent lights, blue light from computers and loud noises. Ergonomic furniture and tools should be installed.

Show empathy

Managers should be mindful of the stress levels of employees with migraines, as these workers may be worried about their job security if they take a lot of time off due to migraines. Reducing unnecessary stressors, showing understanding and offering manageable deadlines can help. Managers should provide support during particularly challenging periods, as this can help prevent migraine triggers. Encouraging regular breaks and promoting a healthy work-life balance are important, too.

Create personalised work schedules

Management can work with employees to develop bespoke plans that address business needs and migraine triggers. This might involve collaborating with HR to implement reasonable adjustments or accommodations and ensuring that these measures are consistently applied. These adjustments could mean giving a staff member blue light glasses, or letting them work remotely so they can take a break in a dark room if they need to.

Check-in frequently with affected employees

Regular communication and check-ins are important to understanding how employees are coping, and to see if more adjustments need to be made. Employers can point staff to resources such as information on migraine management, support groups and wellness programmes. Managers can also encourage employees to seek medical advice and adhere to their treatment plans.

What reasonable adjustments are there for migraines at work?

Under the Equality Act 2010, employers must create reasonable adjustments for employees with long term and chronic health conditions like migraines. Here are some reasonable adjustments employers can take:

• Allowing employees the flexibility to adjust their start and end times.
  
  
• Providing the option to work from home on a hybrid or full-time basis to help manage migraine symptoms.
  
  
• Offering dimmable lights, desk lamps, blue glasses or anti-glare screens to reduce the impact of bright or fluorescent lighting.
  
  
• Designating quiet areas or private dark rooms where employees can go if they feel a migraine coming on.
  
  
• Supplying ergonomic furniture and accessories, such as adjustable chairs, desks, and monitor stands, to ensure a comfortable working environment.
  
  
• Encouraging regular short breaks throughout the day to help employees manage their stress levels and symptoms.
  
  
• Adjusting workloads and deadlines to reduce stress. This may involve redistributing tasks or providing more flexible deadlines.
  
  
• Having flexible leave that accommodates the need for time off due to migraines, ensuring employees can take leave without fear of penalty or discrimination.
  
  
• Providing access to software and devices that can help manage symptoms, such as voice recognition software to reduce the need for typing and screen readers.
  
  

  
  We can advise on creating reasonable adjustments

  Our team of professionals at Neathouse Partners can answer any questions you may have about creating reasonable adjustments or changing workplace policies to help staff with migraines. Call us today on 0333 041 1094 or book in a call with one of our expert consultants.