A migraine is a neurological disease, not just a severe headache, making it a valid reason to be absent from work. The condition involves a complex set of debilitating symptoms that can last for hours or days, significantly interfering with a person’s ability to perform daily functions. Since migraine is a recognized medical condition, prioritizing recovery by taking a sick day is an appropriate medical decision supported by workplace protections.
Why a Migraine Is a Valid Reason for Absence
Migraine attacks are characterized by symptoms that extend far beyond head pain, making it virtually impossible for most sufferers to function productively or safely. Primary features include moderate-to-severe throbbing pain, often localized to one side of the head, which is frequently worsened by physical activity. For more than 90% of people experiencing a migraine, the severity of symptoms makes them unable to work normally.
Many individuals also experience nausea and vomiting, which makes remaining at work untenable. Sensitivity to light (photophobia) and sensitivity to sound (phonophobia) are common symptoms that force people to retreat to a dark, quiet space for relief. For those who experience aura, a temporary neurological disturbance precedes the head pain, involving visual changes like flashes of light or temporary blind spots, which severely impair tasks requiring eyesight.
Cognitive impairment, often described as “brain fog,” reduces the capacity for concentration, memory recall, and effective decision-making. This inability to think clearly poses a safety risk in jobs requiring focus, like operating machinery. The combination of intense pain and cognitive dysfunction means that working through a migraine often results in poor performance, contributing to “presenteeism” and lost productivity.
Professional Etiquette for Calling In Sick
Communicating a migraine-related absence requires promptness and a professional tone to ensure minimal disruption to the team. Notify your employer as early as possible, ideally before your scheduled start time, to give managers maximum notice. This allows them to reorganize the day’s tasks or assign urgent items to other team members without delay.
The communication method should align with your company’s standard procedure for sick calls, whether that is a phone call or an email to your direct supervisor. State concisely that you are experiencing a migraine attack and will be unable to work due to a serious medical condition. You are not obligated to share excessive detail about your symptoms, which helps maintain a professional boundary.
It is helpful to include an estimated time of return to work and mention whether you have completed any urgent tasks. Only offer to check email for pressing issues if you are truly capable, as working while experiencing a migraine can prolong the attack or worsen symptoms. If you have recurring migraines, preparing a pre-drafted message can simplify the process when cognitive function is reduced.
Your Rights Regarding Migraine-Related Absences
For employees who experience migraines frequently, understanding formal protections and company policies is important. Consult your employee handbook first to understand internal sick leave policies, which dictate the number of paid or unpaid days you are entitled to use. This clarifies how a single-day absence will be processed administratively and financially.
Federal laws provide a framework for job protection and workplace adjustments for frequent or severe attacks. The Family and Medical Leave Act (FMLA) allows eligible employees up to twelve weeks of unpaid, job-protected leave over a twelve-month period for a serious health condition that prevents them from performing their job functions. Migraines often qualify, and FMLA leave can be taken intermittently to cover unpredictable, short-term absences caused by an acute attack.
Migraines may also qualify as a disability under the Americans with Disabilities Act (ADA), which applies to employers with 15 or more employees. The ADA defines a disability as an impairment that substantially limits one or more major life activities, such as working, seeing, or thinking. If your condition meets this definition, your employer must provide reasonable accommodations that enable you to perform the essential functions of your job, unless doing so would cause an undue hardship on the business.
Developing a Long-Term Strategy for Migraine Management at Work
Addressing recurring migraines proactively requires documentation and open communication with management to secure formal support. Maintaining a detailed migraine diary is an effective first step, recording the frequency, severity, duration, and specific symptoms of each attack. This data provides concrete evidence of the condition’s impact and is necessary documentation for legal protections or accommodation requests.
After establishing a pattern of impact, initiate a proactive discussion with your supervisor or human resources department. This conversation should focus on formal accommodations that can prevent a full absence. Reasonable adjustments might include flexible start times to manage morning symptoms, remote work options for recovery days, or environmental changes.
Environmental adjustments often involve limiting exposure to specific triggers in the workplace, such as installing glare-dimming filters on fluorescent lights or permitting the use of a desk lamp instead of harsh overhead lighting. Formalizing these arrangements with a written agreement protects both you and the employer, ensuring a stable plan to manage the condition without jeopardizing job stability.