How Employers can Help People With Seizures
- Saskia Müller
- Mar 31, 2024
- 2 min read
Having a seizure disorder does not automatically mean you can’t work. In fact, many people we speak to are currently in work or are looking for work.
Given that there is a current staffing crisis across all sectors, it would be foolish to ignore a talented and experienced pool of people who currently live with a health condition or disability, such as a seizure disorder like epilepsy.
Yes, sadly many people who have seizures are unable to work, but a lot of the time that is down to not having a willing workforce or being given a fair chance.
A lot of the time it’s down to a total lack of understanding of seizures and a good dose of prejudice and stigma.
Mistakes many employers make
The mistake many employers make is assuming that everyone with seizures are the same.
Then there’s often the assumption that a seizure is always a tonic-clonic seizure and that people bounce back almost immediately once a seizure is over.
Making an employee with seizures feel valued and supported
It doesn’t have to be complicated to make an employee with a seizure disorder feel valued and supported.
Based on the many conversations I’ve had around employment, here’s my top list of easy suggestions for employers:
Know what the Equality Act says.
Assume nothing, everyone’s experience is different.
Have a chat with your employee to find out more about their disorder. What does it mean for them, what type of seizures do they have, do they get a warning, do they have a trigger, and what does their recovery look like?
Refer your employee for an occupational health assessment to find out what further support you can give your employee.
Make a reasonable adjustment(s), which may just make the difference between that person being able to stay in their job or having to leave.
Make sure managers and staff are first-aid aware, recognise a seizure, and know how to help.
You could lose out on a highly skilled and experienced individual if you ignore those with seizures. And, of course, you could find yourself on the wrong side of the Equality Act.