Almost four in 10 (39%) survey respondents assumed that people with epilepsy can’t handle work or responsibilities, while 27% believe the condition could impact people’s ability to perform certain tasks or jobs, the charity Epilepsy Action has found. Its findings were published on Tuesday (17 June).
Some 23% of people, from a sample size of more than 2,000, reported that they would worry about health and safety risks when hiring someone with epilepsy; 22% indicated that their reaction to a colleague disclosing an epilepsy diagnosis would be concern for their safety at work.
This data highlights a lack of understanding of what epilepsy looks like, that the condition can affect people differently, and of the lives that people with epilepsy can lead.
To avoid bias against people with unseen or hidden disabilities during hiring, there needs to be a “joined-up” approach, said executive coach Joanna Hurry.
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She told HR magazine: “The starting point [should be] a clear job description that lays out the essential duties and requirements. All hiring staff need to be trained in unconscious bias and disability inclusion.
“The recruitment process should utilise structured interviews, focus on skills rather than assumptions, and apply blind recruitment techniques where possible. Any health-related questions should be avoided unless they are directly relevant to the job role, for example, a question about fitness to drive in a job where driving is an essential characteristic of the role.”
While at work, employees with epilepsy need tailored, personalised adjustments that prioritise their safety and confidentiality, Hurry added.
She explained: “The key factor is safety for the individual and others. Accommodations may include flexible scheduling to manage fatigue-related triggers, risk assessments and seizure action plans developed in collaboration with the individual, as well as adapting environments to remove known triggers, such as flashing lights.
“Everyone is an individual and there is no one-size-fits-all when it comes to reasonable adjustments.”
Everyone’s experience of epilepsy is different, so varying adjustments may be needed to fit different individuals in the workplace, explained Rebekah Smith, chief executive at Epilepsy Action.
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Speaking to HR magazine, Smith said: “Some of the most common adjustments are flexible working hours, remote working opportunities, additional breaks to reduce stress and support seizure trigger management, time off for medical appointments, and a specific space to rest and recover after seizures.”
A truly inclusive workplace for people with epilepsy recognises that epilepsy and seizures are different for each person, Smith explained.
“It is so important for employers to listen to lived experiences from their employees and provide meaningful adjustments and flexibility, in a compassionate way that doesn’t make the person feel burdensome.
“Education for the wider team also plays a key role in creating a fully inclusive workplace. This helps to reduce the stigmas surrounding epilepsy and increases other staff members’ understanding of the condition,” Smith concluded.
Epilepsy Action commissioned Magpie Surveying to poll 2,109 people in the UK, on 14 and 15 April 2025.
