Migraines cost Americans 113 million work days each year. Having a plan in place and support system in the workplace can help you stay on track when your symptoms strike.
Consider discussing your condition with your supervisor or co-workers if you feel comfortable doing so. A doctor’s note explaining migraine can help, as can a list of your triggers.
Know Your Triggers
For many people with migraine, identifying triggers can help them avoid attacks at work. Common triggers include flashing lights, fluorescent lighting and sunlight, shift work, alcohol consumption, certain foods, noise, and strong odors (like perfumes or cologne). Some people also find that physical exertion can be a trigger, especially if they have to stand or walk all day or do repetitive tasks for long periods of time.
Having a coworker who understands the condition and can be an advocate for you when you are experiencing symptoms is a good idea. They can help you get to a quiet space when you need one and make sure your desk is secure and your computer is powered down. Asking that coworkers not wear perfume or cologne can help, too.
Keep in mind that hunger can be a trigger, so plan ahead and bring a healthy lunch or snack to work with you. Also, make sure you are drinking plenty of water to stay hydrated. Overheating can be a trigger for some people, too, so you may want to sit near a fan or try sipping on iced water during your breaks.
It is important to be honest with your supervisor about your condition. Some people may feel that they are being punished by their employer for having a chronic health condition, so be prepared to explain the circumstances and how your migraines impact your ability to perform your job. It can also be helpful to have a letter from your doctor or headache specialist that you can provide to your boss as proof of your symptoms.
Providing reasonable accommodations for employees who have migraine can help you minimize lost productivity and show that your company values its employee’s health and wellbeing. This can be as simple as designating a quiet room where you can go during an attack, or it could involve flexible work arrangements or allowing workers to take sick days when they are experiencing migraine symptoms.
Take a Break
There are many triggers at work that can exacerbate migraine symptoms, including fluorescent lights, loud noises, shift work and strong scents (like perfume). To help ease the intensity of a migraine, a worker should take a break in a dark, quiet area to relax and refocus. They should also hydrate and snack on something high-protein to avoid dehydration and hunger, both of which can also cause migraines.
In addition to migraine relief hats, workers can wear a blue light filter to lessen the effects of certain types of lighting, such as LEDs and fluorescents. Those who suffer from light sensitivity should consider adding a shade or hood to their computer monitor, or even removing it altogether, to reduce the overhead lighting. They may also consider a pair of prescription or non-prescription glasses with anti-glare lenses.
Having an emergency kit at work is another good idea for anyone who suffers from migraines. A migraine kit should contain over-the-counter pain relievers, anti-nausea medications and cold packs. It should also include a notebook or journal to write down when their migraine symptoms begin and end. Having these items available at work can ensure that workers can quickly address their migraine symptoms, even in the middle of the day.
It’s important to be honest with HR and your manager about the impact of your migraine on your work performance. If your employer doesn’t understand why your migraines interfere with your job, it could result in a loss of productivity. Additionally, if you’re missing work due to migraines on a regular basis, you may be eligible for leave under the Family and Medical Leave Act.
If you don’t feel comfortable talking to your supervisor or HR, you can ask your doctor to write a letter explaining how your chronic migraine interferes with your ability to perform your job functions. The Americans with Disabilities Act requires employers to provide reasonable accommodations for qualified employees, unless the accommodation would be an undue hardship on the company.
Talk to Your Boss
Those who suffer from migraine often find it difficult to explain the condition to co-workers, and that may be a problem. Despite its widespread impact, the majority of people who get migraine do not consider it disabling, so many bosses view it as just a “bad headache.” As such, they may not understand why their employees need to leave work during a migraine attack or be suspicious of the frequency of calls for sick days.
To help your boss understand, ask your doctor to write a note explaining your chronic migraine. Then, bring that document to your HR rep or manager for a private discussion about accommodations at work. This will help your employer see that you need to address the problem because it affects your job performance. In some cases, your employer may be able to arrange for shifts in work hours, adjust your responsibilities, or provide a private workspace where you can hide away from the fluorescent lights, strong odors, and loud noises that trigger migraine attacks.
If your employer does not agree to make accommodations, ask for a new supervisor or HR representative who will be more understanding. In the meantime, be sure to make up any missed work so your supervisor knows that you are a dedicated employee.
You should also let your boss know about any triggers you can control, such as avoiding caffeine. You can even keep a discreet sachet of odor-neutralizing powder in your desk or pocket, to use if the smell of your coffee or your co-worker’s cologne becomes too much. Try to minimize job stress, too, which is a common trigger for migraine, Rosen says. For example, schedule tasks one at a time instead of trying to tackle multiple assignments at once.
Keeping a journal of your triggers and taking medication as soon as you begin to feel symptoms can help reduce the severity and duration of your migraine. However, if your symptoms persist, you need to be prepared to act, and that means being willing to call in when necessary. After all, losing a good employee because of frequent migraine-related absences is not in anyone’s best interest, including yours.
Keep an Emergency Kit
Many people who suffer from migraine find that their symptoms can make it difficult to perform at work. A migraine-friendly workplace can help reduce the number of missed days due to the condition and provide employees with flexibility and support in case of an attack.
If you are a frequent sufferer of migraine attacks it is worth preparing an emergency kit to have on hand at work. Having a kit with items like pain relief medication, anti-nausea tablets and a cold pack can be lifesavers in an emergency situation. Also, be sure to keep a bottle of water and some snacks handy as dehydration is another common trigger.
Stress is one of the most common causes of migraines, and there are often lots of stresses in the workplace. Try to find ways to cut back on stress, such as using project management techniques that spread out deadlines and using software to filter out blue light from your computer screen, which can interfere with circadian rhythms and contribute to headaches. It is also a good idea to get some ergonomic equipment and ensure that your working environment is as comfortable as possible. For example, you may be able to avoid migraine triggers such as certain odors by keeping your office door open or asking your colleagues not to wear strong perfumes.
Disclosing any medical conditions to your employer can be daunting, especially as there is so much stigma around chronic illness and disability. However, it is essential to communicate your condition and its impact on you at work. This can be done through a meeting with HR or your boss or through written correspondence such as emails or memos. Be sure to keep copies of any correspondence you have on file for future reference if any problems arise.
As a manager, you can take steps to create a more migraine-friendly workplace by encouraging your team to speak up when they have symptoms and providing them with flexible breaks or time off. This will not only show that you care for your employees but it will also help them to be more productive and less stressed at work.