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Table 2. Principles for employing a person with epilepsy: good seizure control, work-
related aptitudes and skills and a positive approach to epilepsy are key factors in
determining a person’s employability.

Health care
When assessing an employee or job applicant, the employer needs to understand some of
the basic facts about epilepsy and its possible impact on work performance:

 Seizures can take many forms and many people have only one seizure in their lives – in
such cases a diagnosis of epilepsy is not usually made

 When a seizure occurs for the first time there may be a detrimental effect on self-
confidence and the person may require psychological support and education about
epilepsy

 In most cases recurrent seizures can be controlled completely with drug treatment
 If prescribed properly, drugs for epilepsy should not produce side effects that have a

noticeable effect on work performance
 In such cases, assessment by a physician expert in epilepsy will often improve seizure

control and reduce side effects
 Employees with epilepsy should be provided with the same health and accident

insurance cover as other employees

Job suitability
The vast majority of jobs are suitable for people with epilepsy:

 When medical advice is sought about the suitability of particular jobs for people with
epilepsy, the guidance given should take into account the known facts about epilepsy
and seizures – blanket prohibitions should be avoided

 In those jobs known to carry a high physical risk to the individual worker or to others,
the way the work practice is organised should be examined to reduce this risk to an
acceptable level

 Only in those situations where this cannot be done are restrictions on the employment
of people with epilepsy justified

 When a person with epilepsy possesses the right qualifications and experience, job
suitability should be assumed

Recruitment and selection

 When personal health information is required it should be processed separately from the
job application form and evaluated by a suitably qualified person

 Interviews should focus on the capabilities of the individual and not on his or her real
or assumed limitations

 Suitability for a particular job should be decided by the employer before any
implications arising from the job applicant’s epilepsy are considered

 If a medical opinion is sought, the guidance should be based on knowledge of the
particular job and details of the individual’s epilepsy

(Continued)