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The following information is produced by the Employment Commission
of the International Bureau for Epilepsy (ibeec)
A common understanding about epilepsy
The majority of people with epilepsy require no special help to become
economically active. However, sometimes epilepsy can present considerable
problems in getting and keeping jobs due to misunderstandings about epilepsy
and the implications it has in the work-place.
In setting out principles relating to employment, the IBE Employment
Commission assumes a common understanding about epilepsy and its comprehensive
management. This common understanding is that:
- Epilepsy is a physical condition of the brain and is the most common
neurological disorder.
- Approximately 1 person in every 140 to 200 has a diagnosis of epilepsy,
and around 1 in 20 will have a single seizure.
- Having epilepsy does not mean that the individual has seizures.
- In the majority of cases, seizures can be completely controlled with
appropriate treatment.
- Seizures can take many forms. They can be very mild and even unnoticeable
to an observer.
- The majority of seizures occur outside of working hours.
- Sickness absence and accidents at work are no more frequent in people
with epilepsy than in other workers.
- Employees with epilepsy are usually eligible for the same insurance
cover as other employees.
- Neither the diagnosis of epilepsy, nor the actual occurrence of seizures,
should disqualify a person from paid employment.
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Four
areas for good practice
- health care
- job suitability
- recruitment and selection
- assistance at work
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.
Important points are:
- If a seizure occurs at work, or the work
performance is being affected by the medication, then an assessment
by a physician, expert in epilepsy, should be considered. In most of
these cases, improved seizure control can be achieved.
- When a seizure occurs for the first time,
there may be a detrimental effect on self-confidence and the person
will require support and information about epilepsy.
- If a major seizure occurs then someone
should stay with the individual until they have recovered. However,
there is nothing that can be done apart from making them comfortable.
- In the majority of cases, even major seizures
do not require medical help. Medical help should only be summoned if
a seizure lasts longer than 5 minutes.
- Information on epilepsy is available from
your national or local epilepsy association.
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Job suitability
The vast majority of jobs are suitable
for people with epilepsy.
Where a person with epilepsy possesses the right qualifications and
experience, job suitability should normally be assumed. Implementation
of the following policies should ensure that unnecessary restrictions
are avoided.
- Medical guidance should take into account
the requirements of the job and the known facts about the individual's
epilepsy and seizure pattern.
- General prohibitions against people with
epilepsy should be avoided, as this leads to restrictions on all people
with epilepsy, regardless of their type of epilepsy or seizures.
- Only where the risks cannot be reduced
to acceptable levels are restrictions on people with epilepsy justified.
- If job restrictions are needed, it should
be clearly stated how they are to be implemented, reviewed, or lifted
in terms of set time periods.
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Recruitment and
selection
It is easy to discriminate against people with epilepsy unintentionally.
The following policies should ensure that recruitment and selection
procedures are fair:
- In job seeking, selection and employment,
people with epilepsy should enjoy the same rights as other workers.
- Work-related aptitudes and skills and
a positive adjustment to epilepsy are essential factors in determining
a person's employability.
- Interviews should focus on the capabilities
of the individual with epilepsy, and not on his or her real or assumed
limitations.
- When personal health information is required,
it should be processed separately from the job application form and
evaluated by a skilled person.
- The employer should decide suitability
for a particular job before any implications arising from the job applicant's
epilepsy are considered.
- If a medical opinion is sought for an
applicant's suitability, the guidance given should be based on knowledge
of the particular job and details of the individual's epilepsy.
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Assistance at work
All people with epilepsy should have equal opportunities to maximise
their chances of employment.
- When seizures occur for the first time
in an employee, the employer should respond fairly by giving the employee
adequate opportunity to receive proper medical treatment before making
any decisions about job suitability.
- If seizures are likely to occur at work,
the employer should help the employee with epilepsy to disclose the
epilepsy to work-mates.
- Some first-aid training or other information
should be provided for those that might be involved should a seizure
occur.
- If, despite proper medical attention,
seizures continue to disrupt work, then appropriate redeployment, vocational
guidance or re-training should be made available at this point.
Why a set of employment
principles is needed
We have developed a set of principles in order to help employers make
informed decisions concerning recruitment and job placement. The Principles
will be useful to employers and all professionals concerned with the employment
of persons with epilepsy.
Further information
International
Bureau for Epilepsy website (opens new window)
NSE
information on employment and employer's guide
Epilepsy awareness
training for employers and employees is available from the NSE.
Information on NSE training
services
UK Epilepsy Helpline: 01494 601400
Monday - Friday 10am - 4pm
April
2000
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Four
areas for good practice
Health care
Job suitability
Recruitment and selection
Assistance at work
Why a set of employment principles is needed.
Further information |
