Migraines are more than just bad headaches. They are a neurological condition that can cause severe debilitating symptoms. In the UK alone, it is estimated that over 10 million people experience migraines. That means you probably work with someone who suffers from them. For many people, a migraine can last from a few hours to several days, leaving them unable to concentrate, communicate or perform routine tasks. Migraines don’t follow a convenient schedule, they can strike during meetings, shifts or critical project deadlines. That’s why understanding migraines in the workplace is key to safeguarding employee wellbeing.
Recognising the signs of a migraine at work
Most people experience throbbing pain, often on one side of the head, and are typically accompanied by symptoms such as nausea, sensitivity to light and sound and visual disturbances known as auras. When a migraine begins, it can sometimes look like an employee is simply unwell or distracted. Some individuals experience warning signals, such as flashing lights or blind spots, tingling in the hands or face, or difficulty speaking. Others may show outward signs such as pale skin, squinting, rubbing their temples or eyes or retreating from bright lights and noisy environments.
Migraine symptoms can vary widely, so it’s not always obvious when someone is experiencing one. Some workers may continue trying to perform their duties while in considerable pain, while others may need to leave the workspace entirely. Recognising the pattern of behaviour and the physical cues is essential for managers and colleagues who want to offer the right support at the right time.
Understanding common treatments for migraines
Treating migraines is rarely a one size fits all process. Many people manage their symptoms with over the counter painkillers such as ibuprofen or paracetamol. Others may have prescription medications designed specifically to halt migraine activity, like triptans or preventative medicines taken regularly to reduce the frequency of attacks. Non-drug interventions also play a major role. Some employees find relief by moving to a quiet, dark room to rest until the worst passes. Others rely on cold compresses, hydration or short naps. Identifying triggers, such as stress, dehydration, skipped meals, poor posture or bright screen glare is another crucial part of long-term management.
How employers can support workers with migraines
Providing a supportive environment begins with recognising that migraines are a genuine medical condition, not a sign of weakness or lack of resilience. This understanding can be built into policies, training and everyday management practices. Practical adjustments are often simple but effective. Flexible working hours allows employees to recover from a migraine attack without the added stress of presenteeism. Quiet spaces where staff can retreat if they feel a migraine starting, or the ability to adjust lighting and screen brightness, can make a big difference. Encouraging regular breaks, promoting hydration and reducing exposure to common triggers are also useful. Clear communication and confidentiality are essential. Employees should feel comfortable disclosing their condition to HR or their manager without fear of stigma.
How employees can support themselves and others
While organisational policies are important, employees also have a role to play in managing migraines at work. Staff who experience migraines should track their triggers and symptoms to better predict and prevent attacks. This might mean keeping a migraine diary. Sharing this information with an occupational health provider or line manager can make it easier to put helpful accommodations in place. Colleagues too, can contribute to a supportive environment. Understanding that migraines are more than “just headaches” helps reduce stigma. If a co-worker needs to dim the lights, step away from a noisy office or leave a meeting unexpectedly, responding with empathy rather than frustration can make a profound difference.
Bringing it all together
Migraines are a common and often misunderstood condition, but with awareness, compassion and the right workplace strategies, their impact can be minimised. Occupational health providers can give tailored advice to employers on reasonable adjustments and return-to-work plans for staff who experience frequent migraines. At MOHS, we not only help organisations support their workers for migraines, but also for a range of other conditions. To learn more, contact us today at info@mohs.co.uk.