Do you know your rights as a person with migraine, cluster, or another debilitating headache condition regarding the Americans with Disability Act (ADA) or the Family and Medical Leave Act (FMLA)? What is the process? How much time is allowable? When do you need to notify your employer?

People living with migraine are subject to protections under both the Family and Medical Leave Act of 1993 (FMLA) and the Americans with Disabilities Act of 1990 (ADA). Although both laws offer different protections to those with migraine, the acts complement each other in providing an individual with rights in the workplace, including time off from work without a loss in health benefits, employment or employment status, and reasonable accommodations which would allow the individual to perform his/her job duties and responsibilities.

ADA and FMLA rights can be applied simultaneously and are not exclusive of each other.