Epilepsy & Employment - Things to Consider
Many people with epilepsy are dissatisfied with their employment status. This is important because lower income, underemployment and unemployment are linked to difficult living conditions, loss of self esteem and higher rates of ill health and health-related problems.
Epilepsy should not be a major factor in a person's ability to perform well in the work place. A person with epilepsy should be able to choose from a variety of occupations.
Strategies to assess the suitability of the candidate for a particular job are necessary. Assessment trees may be used by both physicians and individuals with epilepsy themselves, to assess job suitability.
Things to Consider for Job Suitability
- Does the individual take antiepileptic drugs (AEDs)?
- When did the latest seizure occur (with or without medication)?
- If the epilepsy is still active, what type of seizures are experienced?
(Description of seizures, frequency, severity) - When do seizures usually occur?
- What are the possible provocative factors
(lack of sleep, use of alcohol)? - What "secondary pathologies" (injuries) might be a consequence of seizures?
- Are there any possible side-effects of medication?
If a person takes AEDs and has been seizure free for over a year, no problems in a work situation need be anticipated. If seizure-free for 3 to 5 years, some people may ba able to phase out taking medication. If freedom from seizures continues, no problems need be expected.
Tip — If you find too much stigma attached to the word "epilepsy", try the term "seizure disorder" instead.
Concerns Some Employers May Have about Epilepsy
Too many misconceptions about epilepsy and employment still abound. Correct information will help overcome them. When an employee decides to disclose, an employer is faced with a number of concerns.
- Productivity –
Studies show that, on average, employees with epilepsy work more carefully and productively than employees without epilepsy. In addition, on average, they tend to miss fewer days of work. - Safety –
Upon hiring someone with epilepsy, employers are often concerned that job safety might become an issue in the event of an injury resulting from a seizure in the workplace. Some may fear that their Workers' Compensation Insurance rates will escalate dramatically. Rates are not based on the disabilities of the staff. In fact, a recent study indicates that accident rates for workers with epilepsy are actually lower than those for workers without a disability. - Effect of Seizures on Customers/Clients –
There are many different types of seizures. Some mild seizures are practically unnoticeable. However, a tonic-clonic seizure may be more disruptive and alarming. Many people with epilepsy take anticonvulsant drugs regularly. These medications are often very successful in decreasing seizure frequency. If an employee does in fact have a seizure, appropriate first aid procedures should be followed, and a co-worker should stay with the person until the seizure has finished. Seizures last only a few minutes, so others should be encouraged to resume their activities. It should be briefly explained to customers/clients that the person is having a seizure. Information about epilepsy should always be available for distribution. - Uncertainty about First Aid Procedures –
Information about specific first-aid procedures should be requested from the employee and a concise seizure first-aid chart made easily available. Your local epilepsy chapter can help. - Accommodation –
Accommodation can be determined easily by doing a physical demands analysis. For example, if a person has seizures triggered by flashing lights, reasonable accommodation should be made to ensure that the employee will not be subjected to flashing lights in the job.
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