Migraine at work: what your employer has to do

Migraine is one of the most common reasons for time off work in the UK. Many people push through attacks at their desk rather than explain again why they're ill. You may have more protection than you realise.

Can migraine be a disability?

Under the Equality Act 2010, you're disabled if you have a physical or mental condition that has a substantial, long-term effect on your ability to carry out normal day-to-day activities.

• Substantial means more than minor or trivial. It doesn't have to be severe.
• Long-term means it has lasted, or is likely to last, at least 12 months. A condition that comes and goes counts if it's likely to keep coming back, which is how migraine usually behaves.
• Treatment is ignored. The question is how migraine would affect you without medication. If your preventive keeps attacks under control, you can still be covered.

Frequent or chronic migraine often meets this definition, but it depends on your situation. Ultimately, only an employment tribunal can decide. You don't need a formal diagnosis letter to be protected, although medical evidence helps.

What your employer has to do

Once your employer knows, or could reasonably be expected to know, about your disability, they must make reasonable adjustments to remove disadvantages you face at work. Common adjustments for migraine include:

• flexible start times, or the option to finish work later after a morning attack
• working from home during or after an attack
• screen filters, regular screen breaks or moving away from flickering lights
• a quiet, darker space to rest or take medication
• regular breaks for meals and water, if skipped meals trigger attacks
• separating migraine-related absence from general sickness records, or adjusting the absence levels that lead to formal warnings

What counts as reasonable depends on the cost, the size of the employer and whether it would help. You don't have to tell your employer about migraine. But the duty to make adjustments only starts once they know, so talking early usually protects you better.

How to raise it

Put it in writing to your manager or HR. Say what happens during an attack, how often attacks happen and which changes would help. Your employer may refer you to occupational health, which is usually worth accepting. The report often recommends the same adjustments.

The government's Access to Work scheme can pay for some practical support that goes beyond what your employer has to provide. You apply to it yourself.

Show the pattern, not just the absences.A diary record of how often attacks happen and how long they last makes it easier to agree the right adjustments.

Get the free diary

Sick pay and fit notes

Since April 2026, Statutory Sick Pay is paid from your first day off sick, not your fourth. That matters for migraine, where absences are often short. Your employer's own sick pay scheme may pay more.

For the first 7 days off, including weekends, you can self-certify. After that you need a fit note. As well as GPs, nurses, pharmacists, physiotherapists and occupational therapists can now issue one. A fit note can also say you're fit for work with changes, such as altered hours. That can be a useful way to start the conversation about adjustments.

If things go wrong

If you're treated unfavourably because of migraine-related absence, or reasonable adjustments are refused, first raise it informally and then through a formal grievance. Acas gives free, confidential advice on 0300 123 1100. Tribunal claims have strict time limits, usually three months less a day from the event, and you must contact Acas before making a claim.

This guide is general information about the law in England, Scotland and Wales, not legal advice. Northern Ireland has similar protection under separate legislation.

Sources: Equality Act 2010. GOV.UK: Definition of disability under the Equality Act 2010. GOV.UK: Statutory Sick Pay. Acas: Reasonable adjustments at work. NHS: Fit notes.