Managing Employees Working With Epilepsy

Epilepsy is one of the world’s most common neurological conditions, affecting an estimated 630,000 people in the UK alone. However, despite its prevalence, it’s also incredibly misunderstood, especially by employers. 

In fact, recent data from the Office for National Statistics (ONS) indicates that just 34% of people who list epilepsy as their main health condition are currently in employment. These worrying figures suggest that a significant number of individuals with epilepsy may be being excluded from the workforce, highlighting an urgent need for employers to better understand the condition and take steps to support employees working with epilepsy.

What is epilepsy?

Epilepsy is a long-term neurological disorder that causes recurring seizures due to surges of abnormal electrical activity in the brain. These seizures can vary dramatically from person to person; some individuals may experience mild absence seizures that cause a lapse in focus, whereas others may be more seriously affected by severe tonic-clonic seizures, characterised by convulsions and a complete loss of consciousness. 

Can a person with epilepsy work?

Yes, the majority of people with epilepsy will be able to work in a variety of roles across a vast range of industries. However, it’s important to bear in mind that epilepsy is an incredibly diverse condition that affects each person differently. Its impact on an individual’s ability to work can vary depending on a number of factors, such as:

• The type and severity of the seizures: Seizures typically fall into two categories: focal onset seizures, where only one part of the brain is affected and the person may still be aware of their surroundings; and generalised onset seizures, which affect both sides of the brain at the same time and typically cause a loss of consciousness.
  
• The predictability and frequency of the seizures: Some people may experience early indicators that a seizure is about to occur, such as auras, confusion, jerking movements and changes in breathing. These warning signs can make seizures easier to manage in the workplace as they allow a person to take precautionary measures in advance.
  
• How the seizures are controlled: Some types of epilepsy can be managed with anti-seizure medication, enabling individuals to largely continue with their daily lives as normal.
  
• Triggers in the workplace: Certain workplaces may expose individuals to common triggers, like flashing lights, irregular sleep patterns and stress, which can increase the likelihood of a seizure occurring.
  
• The risks associated with the job in question: Certain roles carry higher risks for those with epilepsy, such as those involving operating heavy machinery, driving or working at height. 

Can someone with epilepsy work alone?

It’s difficult to give a yes or no answer to this question, as it very much depends on the individual circumstances in question. For example, someone who experiences minor seizures that can be controlled by medication will typically be able to work without any restrictions at all, whereas an individual who suffers from frequent and unpredictable seizures may be a risk to themselves if they work alone. 

There’s also the nature of the job in question to consider; for those working in a high-risk environment, it may be unsafe to work solo. Working with an occupational health professional can help to assess the specific risks involved and determine whether lone working is appropriate or if a buddy system is required.

Epilepsy and employment law in the UK

Under the terms of the Equality Act 2010, epilepsy is legally recognised as a disability and a protected characteristic. This means that it’s illegal to discriminate against those with epilepsy at any time in the workplace, including during recruitment, training and promotions. Employers are also obligated to make ‘reasonable adjustments’ if necessary. These can include:

• Flexible working hours: Fatigue and irregular sleep patterns are common seizure triggers, so employees may need flexible working hours to avoid night shifts and early starts.
  
• Time off for appointments: As part of their disability leave, employees must be allowed time off for appointments or treatment.
  
• Adjustments to duties: If a job involves high-risk activities, such as operating heavy machinery, then this part of the role may need to be adjusted or these tasks may need to be reallocated if possible.
  
• A quiet space: All employees should be provided with a calm, quiet space for recovery following a seizure.
  
• Specialist equipment: Where appropriate, employers may need to provide specialist equipment – such as screen filters and ergonomic seating – to help reduce potential triggers and manage symptoms.
  
• Remote working: Working from home – whether that’s a few days a week or on a full-time basis – may provide a more comfortable, controlled environment that helps employees to manage their seizures while maintaining productivity.

How to manage an employee with epilepsy

With the right measures in place, there’s no reason why most individuals with epilepsy can’t work safely and successfully across a range of roles. If you’ll be managing an employee with epilepsy, there are several steps you can take to ensure the safest environment possible for everyone involved.

• Speak to the employee: The first step for supporting an employee with epilepsy is to have a private non-judgemental conversation. If they feel comfortable sharing, you can discuss what triggers their seizures, how their condition affects them and how they manage it. Armed with this information, you can then create a tailored plan outlining how best to support them and work out what adjustments, if any, are needed.
  
• Develop a risk assessment: Under the terms of The Health and Safety at Work etc. Act 1974, all employers have a responsibility to ensure the safety of their staff. By working closely with the employee in question, you can create a dedicated epilepsy risk assessment that identifies any potential hazards they might face and how a seizure could be safely managed in that environment.
  
• Create a seizure response plan: In a medical emergency, it’s all too easy to panic, which is why an effective seizure response plan can make all the difference. By having clear guidance in place on what to do and what not to do, you can reduce risk and prevent harm during this stressful situation.
  
• Educate staff: Epilepsy can be an incredibly misunderstood condition, so by educating staff, you can reduce stigma and build a much more supportive workplace culture. Training also ensures that all employees know how to react and respond in the event of a seizure.
  
• Carry out an occupational health assessment: If you’re concerned about the safety of your employee or you’re unsure what adjustments should be made for them, an occupational health assessment is a great place to start. An occupational health practitioner will assess the impact that this diagnosis may have on the individual’s work and offer independent, practical advice on the necessary adjustments and support.
  
• Implement reasonable adjustments: As we’ve covered above, under The Equality Act 2010, you’ll be expected to make reasonable adjustments to ensure your employee is not at a disadvantage due to their condition.
• Hold ongoing reviews: Supporting an employee with epilepsy shouldn’t just be a one-and-done exercise. As the condition often fluctuates over time, so can the individual’s needs, so regular check-ins are important. Are they coping with the role’s day-to-day demands? Do they require new support or are the adjustments you’ve made proving effective?
• Collaborate with an occupational health specialist: It’s not just referrals that an occupational health specialist can help with; when you choose a trusted company, like Healthier Workforce, you can access ongoing advice and recommendations to ensure both you and your employee are properly supported in the long run.

How can Healthier Workforce help?

Here at Healthier Workforce, we offer an extensive range of services to help support employees with epilepsy in a practical yet compassionate way. Whether you need an occupational health referral to be carried out or ongoing support with sickness absence management, our team is here to support you every step of the way.

Since 2009, we’ve been working with businesses across the UK to create safer and healthier workplaces. Our experienced clinicians are well-versed in the complexities of epilepsy and understand how best to support those living with this condition, so you can rest assured that you’re in safe hands.

If you’d like to know more about what we do, please get in touch with our friendly team today and we’ll be happy to answer your questions. Alternatively, you can fill out our online referral form and we’ll get back to you as quickly as possible.