Affecting mostly adults of working age, migraine may occasionally have an unavoidable impact at work.
The Migraine Trust states that it is estimated:
This blog explores the steps both employees and employers can take to reduce this impact.
What is a migraine?
Migraines can affect someone for as a little as a couple of hours to as much as a few days. The NHS describes a migraine as a very bad headache with throbbing pain on one side of the head, which can also present with the following symptoms:
Feeling very tired and yawning a lot
Craving certain foods or feeling thirsty
Changes in mood
A stiff neck
Urinating more often
Problems with sight including seeing zig-zag lines or flashing lights (called an aura)
Numbness or tingling that can feel like pins and needles
Feeling dizzy
Difficulty with speech
Nausea
What can employees do to manage their migraine at work?
While some people may only experience migraine very rarely, they can occur much more regularly for others. There is still some misunderstanding around the condition, so it is important that employees communicate with their employer about how they are affected as employers are unlikely to be able to provide support or make reasonable adjustments if they are not aware of an employee’s condition.
Employees affected by migraine should ensure they understand their organisation’s sickness policy and absence management procedure and Health & Safety policies.
Some people may have found ways that help them manage their migraine, including how to prevent the development of a migraine once symptoms start, so it is important that employees communicate these with their employer to help them get support when needed.
These could include:
Taking regular breaks from screen-based work
Using planning and scheduling techniques to vary workload, speak to colleagues instead of email, and move away from their desk more frequently
Making healthy choices: drinking more fluids, taking in fresh air, utilising breaks
Minimising volume levels in the working environment and using quiet spaces as necessary
Ensuring good posture when working
Reducing stress levels
Seeking advice from their G.P.
What can employers do to support employees who suffer migraine?
All employers have a duty of care to manage the health and safety of their employees, so it is important that employers understand potential triggers of migraine which can vary person to person, and what adjustment can be considered to support employees affected by migraine.
The support offered to an employee could include the following:
Flexible working may help employees manage their time and reduce stress
Changes to the employee’s workspace including providing suitable furniture to support good posture as well as desk positioning, volume levels, and lighting
Encouraging breaks away from the desk
Carrying out return to work interviews to discuss triggers and changes that could be made
Occupational Health Referral: this can help employers understand how an employee is affected and provide practical advice about preventative measures and suitable adjustments that could be made
Employee Assistance Programmes: providing employees with access to support with their physical and mental health as well as access to confidential advice and practical support
If workers use display screen equipment (DSE) daily as part of their normal work, continuously for an hour or more, employers must carry out a workstation assessment.
Employers must look at:
office based workstations and how they are used including equipment, furniture and office conditions.
homework stations where employees are based remotely or hybrid working.
the type of job being done, how employees are positioned when using equipment.
any special requirements of employees, such as a medical condition or disability.
Employers must also do an assessment when:
a new workstation is set up.
a new user starts work.
a change is made to an existing workstation or the way it's used.
users complain of pain or discomfort.
A competent person should review assessment results, asking further questions about any concerns, providing feedback and advice to employees, and putting in place any changes or additional equipment needed to make the equipment or workstation safe.
You can download a free DSE assessment template from our online shop at DSE Risk Assessment | Robinson Grace HR and purchase other risk assessment templates as well as staff policies on Sickness, Absence, Health & Safety, and Equality, Diversity & Inclusion.
If you have any questions regarding HR or Health & Safety, please get in touch via clientservices@robinsongracehr.com or ring us on 01793 311937.
Check out our other blogs in the series:
The content of our blogs is intended for general information and not to replace legal or other professional advice.
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