Migraine Sufferers Report Work Issues. How Can You Relieve Their Pain?

Two new, related surveys found that people who suffer from migraines often are not taken seriously — both in the workplace and in their personal lives. As a result, workplace outcomes include the worker hiding their health condition, being the brunt of jokes among coworkers and even, in the extreme, facing severe employment discrimination.

Specifically, the surveys from The Migraine Trust, a British registered nonprofit organization whose aim is to “empower, inform and support” migraine sufferers and their employers, resulted in some “highly concerning data” regarding how workers suffering from migraines are treated by their employers, including senior management and corporate executives. 

The research — one survey of 2,141 working-age adults who experience migraines and one of 2,000 workers who do not experience them — found that just 19% of those respondents who get migraines indicated they would feel comfortable speaking to their HR representatives about their condition. Also, 58% fully avoided disclosing it to their employer and/or colleagues, largely because of concerns of negative repercussions, including not being taken seriously.

Almost 1 in 5 American workers suffer from migraines, which account for 113 million lost workdays annually.

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Mitigate the Misunderstanding

Rob Music, The Migraine Trust’s chief executive officer, said misunderstandings around migraines need to change. For starters, he pointed out that migraines are not synonymous with headaches; rather, they are symptomatic of a severe, painful, long-term health condition. Women are three times more likely to suffer from the condition than men, according to a WebMD report.

“With migraines, you will have ‘attacks,’ which often can be a whole-body experience,” he explained, noting that symptoms can include: head pain; visual disturbances; being very sensitive to light, sounds and smells; fatigue; nausea; and vomiting.

The Migraine Trust surveys highlighted additional statistics, some of which called out potentially discriminatory hiring and workplace practices:

• 41% of board-level executives reported they would be “very concerned” about hiring a qualified candidate who experienced migraines.
• 34% of senior managers and 24% of business owners reported being “very concerned” about hiring migraine sufferers.
• 60% of respondents who do not suffer from migraines said if they were managing a team, they would feel concerned about hiring a qualified candidate who disclosed having the condition. (The concern is particularly high among C-suite executives, rising to 83%.)
• 91% of those with migraines report having worked while experiencing symptoms, with many of these individuals using vacation time or unpaid leave to avoid taking sick days. By contrast, the responses from those without migraines revealed a widespread lack of understanding about the condition in the workplace, including perceptions of “laziness” and using migraines “as an excuse to avoid work.”

“It’s sad to see just how deep migraine misunderstanding runs in society and the very real consequences this is having on people with the condition,” Music said. “In the workplace, this can lead to losing jobs, being overlooked for a promotion and/or trying to hide debilitating symptoms.”

All too often, migraines are “dismissed or seen as ‘just a headache,’ meaning people with the condition are not getting the workplace support they deserve,” he said.

Some survey respondents noted that how migraines are represented in the media adds to misconceptions and stigma. For example, they mentioned television shows, particularly sitcoms, tend to characterize someone who has a migraine as “being flaky” or prone to “making excuses.”

The negative perception among the public and employers also means people with the condition are less likely to speak up, according to Music, with just 2% of respondents strongly agreeing that their workplace had migraine-friendly policies — further highlighting the lack of institutional support for those affected.

In fact, the nonprofit’s research found high numbers of respondents suffer in silence. And those who do disclose, he said, can face discrimination, not being believed/understood and even having to leave jobs.

In a related study titled “Legal Aspects of Migraine in the Workplace,” researchers Nina Riggins and Lorenzo Paris reported that accommodations such as time off or claiming disability for migraine can drive legal challenges, especially when it comes to “barriers to doing so and required paperwork.”

The same study, however, also offered case law to demonstrate that U.S. courts are more often recognizing migraines as a legitimate medical condition, and sufferers are entitled to legal protections — much the same as for “conditions with readily observable symptoms.”

Offering Some Relief

To help migraine sufferers in the workplace, The Migraine Trust’s Music said employers can make changes to their work environments to reduce triggers, including focusing on hydration and regular breaks to prevent or mitigate attacks.  

Along those lines, he offered several specific employer actions that can combat the data trends uncovered by recent surveys. These include:

• Education and awareness. Implement workplace migraine education programs to combat stigma and raise awareness. 
• Appropriate accommodations. Provide reasonable mitigation options, such as ergonomic support, adjustable lighting or proximity to quieter areas. 
• A supportive culture. Foster an environment where employees feel safe to discuss their conditions and seek support. 

Music said, in fact, that with the right support — which often entails relatively minor changes — employees with the condition can thrive. He added supportive approaches benefit not only employees but the organization as well, with increased productivity and reduced instances of presenteeism among the outcomes.

Editor’s Note: Additional Content

For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics:

• Equitable and Diverse Workplaces
• Total Rewards
• Well-Being