Aspectos preventivos en migraña y trabajoEncuesta europea

  1. María Teófila Vicente Herrero 1
  2. Mª Victoria Ramírez Iñiguez de la Torre 2
  3. Luis Reinoso Barbero 3
  4. Elena Ruiz de la Torre 4
  1. 1 Grupo Correos, Valencia, España.
  2. 2 Grupo Correos, Albacete, España.
  3. 3 Banco Santander, Madrid, España.
  4. 4 European Migraine Headache Alliance, Bruselas, Bélgica.
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Journal:
Archivos de prevención de riesgos laborales

ISSN: 1138-9672,  1578-2549

Year of publication: 2021

Volume: 24

Issue: 1

Pages: 20-33

Type: Article

DOI: 10.12961/APRL.2021.24.01.03 DIALNET GOOGLE SCHOLAR lock_openOpen access editor

More publications in: Archivos de prevención de riesgos laborales

Abstract

Introduction: Workplace health promotion integrates initiatives in health and safety in the occupational field, with personal improvements, increased productivity and lower risks and social cost, especially with respect to migraine headaches, a neurological disorder affecting approximately 11% of the population. The objective of this study was to know the preventive resources available to workers with migraine headaches and the preventive management options in their companies. Method: Cross-sectional observational study of 3,342 patients from Spain, Italy, France, Portugal, Ireland, United Kingdom, Germany and other European Union countries, conducted through an anonymous survey on the web of the European Migraine & Headache Alliance (EMHA-web), from September 2018 to January 2019. Results: Occupational stress (77.65%) and use of computer monitors (63.87%) are the most common risks described by workers with migraine. About. 43.71% of workers are not familiar with the type of occupational health service present in their company, 49.06% do not have a medical service; 67.67% reported no work-related limitations due to migraine, neither dismissal nor non-renewal of their contract (88.29%), but 42.14% had experienced some conflict due to decreased productivity; 26.54% were unaware of the concept of vulnerable workers or had not requested this status because of their migraine (63.8%), nor had they demanded job accommodations (67.64%) or job change (80.89%); 55.42% did not feel understood or supported by their company in their limitations due to migraine, although they did feel they were supported by their colleagues (63.07%). Conclusion: We found that preventive resources and information were deficient, and that there was little use of adaptive management options for workers with migraine in their companies.

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