June is Migraine and Headache Awareness Month, a time to shed light on a condition that affects millions of people—but is often invisible in the workplace. Chronic migraines are more than just a headache. For many employees, they’re a life-disrupting condition that can affect their ability to focus, work regular hours, or even show up some days.
As employers and HR professionals, it’s important to know how to support team members who experience chronic migraines—and understand that in some cases, this condition may be considered a protected disability under the Americans with Disabilities Act (ADA).
What Exactly Are Chronic Migraines?
Unlike the occasional headache, chronic migraines are a neurological condition. People who live with them often experience intense pain, nausea, light and sound sensitivity, and visual disturbances—sometimes for days at a time. If someone has migraine symptoms 15 or more days per month, it’s considered chronic.
That’s a lot of days to manage work, life, and health. And it’s why employers need to be both legally informed and genuinely compassionate.
Can Migraines Be Considered a Disability?
Yes—if migraines substantially limit a person’s ability to perform major life activities, they may fall under the ADA’s definition of a disability. That means employers have a legal obligation to engage in the interactive process to explore reasonable accommodations when an employee discloses the condition or requests support.
But even beyond compliance, it’s about doing the right thing. Creating space for employees to do their best work, even with health challenges, is simply good leadership.
What Might Accommodations Look Like?
Every employee’s needs are different, but some common accommodations for chronic migraines include:
- Flexible scheduling or remote work options during flare-ups
- A quiet, dimly lit workspace or noise-canceling tools
- Frequent breaks or a modified workload
- Reduced screen time or anti-glare filters
- Access to FMLA leave (if eligible) for extended migraine-related absences
The key is to listen and collaborate. You don’t have to have all the answers up front—but showing you’re open to working together makes a big difference.
Tips for HR and Managers
- Create a Safe Space
Employees shouldn’t have to choose between hiding a condition or risking their job. Encourage honest conversations. - Know the Triggers for the Interactive Process
A simple statement like, “I have a health condition that makes this hard,” may be enough to begin exploring accommodations. - Document Thoughtfully
Keep a record of the conversations and any steps taken—it helps protect everyone. - Train Your Team Leads
Managers don’t need to be legal experts, but they do need to know when to call in HR and how to respond with empathy. - Lead with Compassion
Chronic conditions are exhausting—physically and emotionally. A little understanding can go a long way.
You Don’t Have to Navigate This Alone
Handling accommodations and ADA compliance can be tricky—but that’s what we’re here for. At JB Consulting Systems, we help businesses like yours create supportive, compliant, and people-centered workplaces.
Whether you need guidance on policies, training for your managers, or help walking through a sensitive situation—we’ve got your back.
Let’s build workplaces where people feel seen, supported, and able to thrive—even on the tough days.
Reach out today to learn how we can help.