Job Accommodations for 

People with Migraine 

Headaches

Fact Sheet Series

Job Accommodation Network 

Practical Solutions • Workplace Success 

Job Accommodation Network 

PO Box 6080 

Morgantown, WV 26506-6080 

(800)526-7234 {V) 

(877)781-9403 {TTY) 

jan@askjan.org 

askjan.org 

ODEP 

~ 

Office of Disability 

Employment Policy 

A service of the U.S. Department of Labor's Office of Disability Employment Policy 
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JAN’S ACCOMMODATION FACT SHEET SERIES

JOB ACCOMMODATIONS FOR PEOPLE

WITH MIGRAINE HEADACHES

To more than ten million Americans, migraine headaches can be both physically and 

psychologically disabling. The most common types of migraines are classic and 

common. Classic migraines include a visual aura (a warning sign), which usually 

includes blind spots, flashing lights, or double vision. These symptoms are usually 

followed by a headache about 10-30 minutes later. With common migraines, the most 

frequently occurring type of migraine headaches in the general population, individuals 

do not have auras, though some people might experience a mental fuzziness, mood 

changes, or fatigue prior to headache. During the headache phase, the individual might 

experience nausea, vomiting, diarrhea, and increased urination. Both classic and 

common headaches can occur as often as several times a week or as rarely as every 

few years. Hemiplegic migraines, which cause temporary paralysis on one side of the 

body and vertigo, and headache-free migraines, which cause nausea and vomiting and 

have no associated head pain, are two other types of migraine headaches. 

The following is a quick overview of some of the job accommodations that might be 

useful for employees who experience migraine headaches. For a more in depth 

discussion, access JAN's publications at http://askjan.org/media/atoz.htm. To discuss 

an accommodation situation with a consultant, contact JAN directly.

Concentration, Attendance, and Pain Management:

• Reduce visual and auditory distractions

• Use partitions to block distractions

• Move employee's work area to a more quiet area

• Use environmental sound machines (white noise machines) to mask any 

noise/sounds in the environment

• Use computer glare guards

• Replace fluorescent lighting with full spectrum lighting

• Modify attendance policy, provide flexible schedule options, and allow work from 

home 

• Grant sick/vacation leave without penalty to individual's performance evaluation

• Install proper ventilation system in the work environment and, if appropriate, use air 

purification devices

Lighting Triggers:

• Add fluorescent light filters to existing fluorescent lights to create a more natural 

lighting

• Change lighting completely

• Provide an anti-glare filter for computer monitor

• Provide a liquid crystal display monitor that has a better refresh rate

I 
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• Move employee to a private area to allow for personal adjustment to appropriate 

lighting

• Allow the employee to wear sunglasses or anti-glare glasses in the work area

• Allow telework

Noise Triggers:

• Move employee to a more private area or away from high traffic areas

• Provide an environmental sound machine to help mask distracting sounds

• Provide noise canceling headsets

• Provide sound absorption panels

• Encourage coworkers to keep non-work related conversation to a minimum

Smell/Fragrance Triggers:

• Implement a fragrance-free policy

• Request that employees voluntarily refrain from wearing fragrances

• Allow telework

• Move the employee to an area where the fragrances are not as strong

• Allow a flexible schedule

• Provide air purification systems

Resources Specifically for People with Migraine Headaches

American Academy of Neurology

1080 Montreal Avenue

St. Paul, MN 55116

Toll Free: (800)879-1960

Fax: (651) 695-2791

http://www.aan.com

American Headache Society

19 Mantua Road

Mt. Royal, NJ 08061

Direct: (856)423-0043

Fax: (856)423-0082

ahshq@talley.com

http://www.AmericanHeadacheSociety.org

Updated 3/23/10. 
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This document was developed by the Job Accommodation Network, funded by a 

contract agreement from the U.S. Department of Labor, Office of Disability Employment 

Policy (DOL079RP20426). The opinions expressed herein do not necessarily reflect the 

position or policy of the U.S. Department of Labor. Nor does mention of trade names, 

commercial products, or organizations imply endorsement by the U.S. Department of 

Labor.