Migraines In The Workplace

Migraines are a disease, which affect many people especially in the workplace. From requiring bed rest to just needing to stay in a dark room until it passes, migraines affect a large population of the world. This can cause economic burdens, alter work schedules and cause loss of work output. Overall, it’s a burden not just on the patient with pain and frustration but also the workplace. Studies have shown how education on this neurological disorder can improve the workplace environment not just for the employee but also for the company. This will be discussed in absenteeism versus presenteeism, being prepared for a migraine attack, and finally, the positive effect the workplace has in supporting their workers with migraines in their
According to Çiğdem ŞEN1 (2011), “Migraine is a common and disabling disorder that affects roughly 12% of the adult population in western countries”. They go onto say “that 3⁄4 of migraineurs have reported functional incapacity and disability during an attack and more than half of them in need for bed-rest” (p. 466). The Mayo Clinic has described some common symptoms of the migraine as pain on one side or both sides of your head, pain that feels throbbing or pulsing, sensitivity to lights or sounds, and sometimes smells and touch. Additional symptoms are nausea and vomiting, blurred vision and lightheadedness, sometimes followed by fainting. Many workers will call in sick or go home to take care of the headache. This is called absenteeism. Schultz (2009) says “ Absenteeism can be measured by an employee’s time away from work typically consisting of illness-related scattered absences, short- and long-term disability, and workers’ compensation. While absenteeism and disability are significant components of productivity, costs associated with these components are only part of the total cost associated with lost productivity”. (p. 366). Many workers feel
To do this, employees have to disclose the medical condition to their employer. This can prepare the employer to alter work schedules or duties. McLean says “The migraineur, therefore, should be encouraged to be candid with his or her employer about the migraine diagnosis, to describe how symptoms manifest and what self management strategies are effective, and to reassure the employer that he or she is actively engaged in attempts to manage the disorder.” (p.124). These tips can allow the employer to be readily available to assist in helping the employee eliminate the headache without added stress or worries but also eliminate those work place triggers such as the excessive noise, lighting