Out Of Office, Into Awareness: Bringing Migraine Advocacy To The Workplace

June marks Migraine Awareness Month, and with more than 5 million Canadians affected, it’s time to take the conversation beyond the doctor’s office and into the workplace. To spotlight the often invisible impact of migraine on professional life, Pfizer Canada, Migraine Canada, and Migraine Quebec have relaunched the Out of Office for Migraine Awareness campaign—encouraging Canadians to use their OOO messages for four hours (the average length of a migraine attack) to promote empathy and understanding on the job.

In this Q&A, we speak with Wendy Gerhart, Executive Director of Migraine Canada, and Debby Carreau, CEO of inspiredHR, about the stigma surrounding migraine at work, how employers can better support affected employees, and why even small changes can make a big difference. —Noa Nichol

Wendy Gerhart (Migraine Canada)

Why do you think migraine is still so misunderstood and underdiagnosed in Canada, despite affecting over five million people?

The stigma associated with migraine is huge. Migraine is a spectrum disease that although it impacts almost 5 million Canadians, there are some who live with migraine and are able to work, manage social and family commitments while others are very disabled and NOT able to work/go to school or to manage relationships. And many who “struggle” are forced to go to work and just get through the day because they can’t take a day off while being mostly unproductive. Many are undiagnosed  because they don’t have access to a primary care provider or who have been told “I’m not sure what is wrong – drink more water, get more sleep etc.”

How does the “Out of Office for Migraine Awareness” initiative help shift public perception and workplace culture around migraine?

By raising awareness about how migraine, similar to depression/anxiety can impact people in the workplace is paramount. For many, effectively managing migraine by access to appropriate treatments and accommodations, people can regain quality of life and be productive in the workplace. Migraine is a neurological disease and needs to be treated with the respect similar to other diseases.

What resources does Migraine Canada offer to help individuals advocate for themselves at work or in healthcare settings?

We have some resources already developed and continue to develop more. A priority in 2025 and moving forward is bringing a National Canadian Workplace program to Canada to reinforce what employers can do to help, the impact of migraine (and associated complications cost).

Can you share a success story where advocacy or awareness led to meaningful change for someone living with migraine?

We have many. By empowering the patient to be informed and motivated to have discussions with employers about their condition and its impact and how being able to access a medication through their employer or have accommodations can and will make a big difference to their lives. We have worked with people to draft emails to human resource heads, equipped them with resources developed by headache specialists. While all experiences are different, we try to find the best approach and provide what we can.

Debby Carreau, inspiredHR

What are some practical ways employers can create more accommodating workplaces for team members living with migraine?

Creating an accommodating workplace starts with flexibility in schedule, location, and environment. Simple adjustments like reduced screen time, quiet zones, or dimmed lighting can significantly improve day-to-day comfort. Most importantly, employers should ask their team what would help them rather than guessing or offering one-size-fits-all perks.

How can HR leaders better identify when a team member might need support for a chronic condition like migraine, especially if they haven’t disclosed it?

Psychological safety is key. Leaders should look for changes in behaviour or absenteeism and approach those moments with empathy and openness. Gen Z, in particular, values feeling heard and respected. They don’t just want a paycheck; they want purpose and support. Creating space for honest conversations is how trust, and ultimately disclosure, is built.

What are some of the most common workplace barriers for people with migraine, and how can companies address them?

Rigid schedules, overstimulating environments, and stigma around invisible conditions are some of the biggest barriers. With a multigenerational workforce and a younger cohort expecting better work-life balance, companies must evolve. This means moving beyond superficial perks and into real policy changes like flexible hours, comprehensive health benefits, and personalized support.

How does encouraging open communication around health challenges like migraine lead to a more productive and empathetic work environment?

 When people feel safe to speak up about their health, whether it’s migraines or mental wellbeing, they’re more likely to stay, engage, and perform. Today’s workforce expects more than a paycheck. They want meaning, respect, and a voice. Open dialogue is no longer optional. It’s a foundational strategy for retention and culture-building.