Migraines are not only a common cause of long-term absences from work, but they can also result in workplace discrimination. Under the Equality Act 2010, migraines may be considered a disability if the condition has a significant impact on a person’s daily life over a prolonged period. This means employers are required to make reasonable adjustments—such as adjusting break times, reducing glare from screens, and reviewing lighting—to accommodate employees with chronic migraines.
Understanding Your Rights
If you suffer from migraines, it’s important to understand your legal protections. Employers must consider adjustments like:
- Flexible break schedules to avoid long stretches without rest.
- Installing anti-glare screens and reviewing office lighting to reduce potential migraine triggers.
- Allowing time off for medical appointments related to managing your migraines.
For some, migraines may be legally classified as a disability under the Act, offering employment protection and the right to reasonable accommodations. If your migraines have a severe and long-lasting effect on your ability to work, your employer must comply with these regulations to support your continued employment. It's also a good idea to review your company’s sickness policy or speak to your HR team for clarity on short-term and long-term sick leave provisions.
By making these changes, employers can reduce the negative impact of migraines on productivity and employee well-being, ensuring a more supportive and inclusive work environment.
