Inclusive Hiring: Supporting Job Candidates with Epilepsy

Hiring inclusively means recognising the value that candidates with a wide range of experiences—including long-term health conditions—bring to your organisation. For candidates with epilepsy, the recruitment process can be fraught with anxiety, uncertainty, and fear of discrimination. But with a few intentional actions, employers can ensure their hiring practices are open, supportive, and legally compliant.

Why This Matters

Epilepsy affects around 600,000 people in the UK. While many people with epilepsy manage it well, the stigma and lack of understanding around it remain a barrier to employment. An inclusive recruitment process is key to unlocking this talent pool.

1. Audit Your Job Descriptions

Start by reviewing your job descriptions to remove unnecessary or exclusive language. Avoid overly broad physical or availability requirements unless they’re genuinely essential. For example, rather than saying “must be able to work long hours under pressure,” consider “occasional extended hours may be required.”

Also, assess whether the role involves any potential seizure triggers (e.g. exposure to flashing lights, shift work) and be ready to discuss reasonable adjustments.

2. Invite Disclosure Early, Safely, and Respectfully

Let candidates know that your organisation encourages disclosure of any condition that might require adjustments. Reassure them that this information will be treated confidentially and will not negatively impact their application.

You might include a line in your job advert such as: “[Company] is an inclusive employer. We welcome applications from candidates with disabilities and long-term conditions, and are happy to make reasonable adjustments at every stage of the recruitment process.”

Ensure there’s a named contact for adjustment requests, and be clear about how this information will be used.

3. Prepare to Make Adjustments

Once a candidate has disclosed epilepsy, be ready to adapt. Common adjustments in recruitment include:

• Offering alternative formats for applications or interviews
• Providing breaks or allowing remote interviews
• Avoiding high-stress environments (e.g. group assessment centres)
• Giving more time to complete tasks

Remember: adjustments should be based on the individual’s needs, not assumptions about their needs.

4. Train Your Interviewers

Hiring managers and recruiters must be trained to handle disclosures confidently and sensitively. This includes understanding:

• That epilepsy is covered under the Equality Act 2010
• How to avoid discriminatory language or assumptions
• When and how to explore adjustments without overstepping legal or ethical boundaries

Case studies or scenario-based training can help build understanding and confidence.

5. Demonstrate Your Commitment to Inclusion

Candidates are more likely to feel safe disclosing a health requirement if they see evidence of your inclusive culture. Highlight your diversity policies on your careers page. Share stories of employees with health conditions (with their permission, of course). List any relevant accreditations.

Inclusive branding isn’t just about ethics—it can widen your candidate pool and enhance your reputation.

6. Post-Offer Support

Once a candidate accepts a job, it’s the ideal time to have an open discussion about how they’d like to be supported in the workplace. Collaboratively create a Seizure Action Plan, if needed, and start considering any longer-term adjustments or training requirements.

Starting employment on a foundation of trust and preparedness can set the tone for long-term success.

Final Thoughts

Inclusive hiring doesn’t mean lowering standards—it means removing unnecessary barriers that might prevent great candidates from even applying. For candidates with epilepsy, small changes in how roles are described, interviews are run, and adjustments are offered can make a huge difference.

By building epilepsy-inclusive practices into your recruitment strategy, you demonstrate leadership, compassion, and a commitment to truly equal opportunities. It’s not just the right thing to do—it’s the smart thing to do.