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One of Maya Carvalho’s worst migraines lasted nine days.
 
 

“I was completely bedridden,” she says. “My pain was so intense it felt like if I moved my head an inch, it would crack open.”

 
 

She had been thriving in a high-powered role at a multi-national beauty company in New York City when migraine suddenly entered her life. “It hit me out of the blue,” she says. “I hadn’t had migraines before, not even as a kid.”
 
 

Almost overnight, what started as one attack escalated into chronic migraine – defined as 15 or more migraine days per month.

 
 

“I knew I couldn’t perform at the level I wanted to. And there was no conversation about accommodations, no awareness that migraine was a disease. So I had to walk away [from my job],” she says. “It was devastating.”
 
 
 

A costly, invisible disease
 
 

Today, chronic migraine affects an estimated 1-2.2 per cent of the global population while migraines affect 12 to 15 per cent, with women more likely to be affected. According to the World Health Organization, a day with severe migraine is as disabling as a day with quadriplegia.

 
 

That’s why Toronto-based Ms. Carvalho, who is the founder of the Canadian Migraine Society, is passionate about helping workplaces understand the full weight of this invisible neurological disease.
 
 

Migraine is often more than head pain. It can involve light and sound sensitivity, nausea, vomiting and vertigo. “Each person has their own constellation of symptoms,” Ms. Carvalho says. “But the pain is intense. I’ve had women tell me it’s worse than childbirth.”
 
 

The productivity paradox
 
 

From a business perspective, migraine is a silent disruptor. Ms. Carvalho says employers often focus on absenteeism, but presenteeism – when employees are present at work, but not functioning at full capacity because of pain or other issues – may be even more costly.
 
 

“[Presenteeism] affects productivity, and often leads to isolation and mental health struggles,” she says.
 
 

Yet, with a few simple, low-cost changes, workplaces can make a difference. Scent-free policies, anti-glare screens, quiet spaces and flexible work options can be game-changers, she says.

 
 

“Even just letting someone work from home one day a week can help,” she says.
 
 

Ms. Carvalho also urges HR teams to review their benefits plans.

 
 

“Making sure that the newest migraine treatments are covered can prevent the disease from escalating,” she says. “We wouldn’t have to keep watching women leave the workforce at their peak.”

 
 

Workplace equity at stake
 
 

For Ms. Carvalho, supporting people with migraine is about more than healthcare – it’s about fairness.

 
 

“This is a work equity issue,” she says. “Supporting those with chronic migraine isn’t charity. It’s smart business.”
 
 

Her message to those experiencing chronic migraine is clear: “You are not alone, and there is absolutely hope for you. We’ll walk this journey with you – it doesn’t have to be this hard.”
 
 

 
 
 
 
 
 

30 per cent
 
 

That’s how many of the menu items Starbucks plans to cut, while adding new trendier offerings such as protein cold foam, which offers 15 grams of banana flavoured, muscle-building goodness.

 
 
 
 

 
 
 
 
 
 

Feedback is key to employee development but, according to this article, it’s effectiveness depends on timing.

 
 

Research suggests mornings are best, as most people are more alert and receptive earlier in the day because of natural circadian rhythms, which influence sleep-wake cycles, hormone production and body temperature.