How to Create an Epilepsy-Friendly Workplace Policy

An inclusive workplace policy for epilepsy ensures that employees feel safe, supported, and able to perform at their best. It’s also a key tool for compliance with the Equality Act 2010, which classifies epilepsy as a disability. Whether you’re a small business or a large enterprise, having a clear, compassionate, and legally sound policy can make all the difference.

Why Your Policy Matters

People with epilepsy often face stigma and misunderstanding, especially when it is not widely understood by colleagues or management. A workplace policy can counteract this by:

• Communicating your company’s stance on inclusion
• Clarifying how employees can seek support
• Guiding managers on their responsibilities
• Ensuring a consistent approach across departments

Key Elements of an Epilepsy-Friendly Policy

1. Statement of Commitment Begin your policy with a clear commitment to diversity, inclusion, and equal opportunities. Explain that your organisation supports employees with epilepsy and will make reasonable adjustments to help them succeed.
2. Health Disclosure and Confidentiality Detail the process for disclosure—who employees should talk to, what will be done with the information, and how confidentiality will be maintained. Make it clear that disclosing epilepsy will not negatively affect their employment.
3. Reasonable Adjustments Describe how the company will assess and implement reasonable adjustments. These might include flexible working hours, avoiding night shifts, providing anti-glare screens, or relocating a workstation.
4. Risk Assessment and Emergency Planning Incorporate the importance of conducting a personalised risk assessment. Also, outline how to develop and implement a Seizure Action Plan, detailing steps to take if a seizure occurs at work.
5. Training and Awareness Explain your commitment to educating the workforce. This might include:
   • Mandatory training for managers and first aiders
   • Optional sessions for wider staff
   • Access to external resources or trainers
6. Ongoing Support and Monitoring Include guidance on how wellbeing will be monitored over time. Encourage regular check-ins between the employee and their line manager or HR. State how and when adjustments and plans will be reviewed.
7. Absence and Return to Work Procedures Provide a supportive approach to sick leave related to epilepsy. Outline any specific return-to-work processes, including follow-up meetings or risk assessment updates.
8. Language and Attitude Guidelines Emphasise the importance of using respectful, accurate language and maintaining a zero-tolerance stance on stigma or discrimination.

Making Your Policy Accessible

Ensure your policy is easy to read and available in formats suitable for all staff. Promote it during onboarding, on your intranet, and through internal communications.

You might also consider including a short FAQ section to address common concerns, such as:

• “Can I still do my job if I have epilepsy?”
• “Do I have to tell my employer about my epilepsy?”
• “What happens if I have a seizure at work?”

Final Thoughts

An epilepsy-friendly workplace policy is more than just a document. It’s a declaration of your commitment to inclusivity and a practical framework that helps employees feel valued and safe. When developed in consultation with those who have lived experience, and kept up to date with evolving best practices, your policy can become a cornerstone of a truly inclusive organisation.