Epilepsy in the Workplace: What a Good Organisational Policy Looks Like

Epilepsy is one of the most common neurological conditions in the UK, affecting around 600,000 people. A significant proportion of those individuals are of working age. Yet many organisations still lack a clear, written policy to guide how they support employees with epilepsy — or how they respond when a seizure occurs at work.

A good epilepsy policy does not need to be lengthy or complex. It does need to be clear, practical, and compliant. This guide outlines what an effective workplace epilepsy policy should contain, why it matters, and how to approach the process of putting one in place.

Why a Written Policy Matters

Some employers assume that general health and safety documentation, or broad disability and inclusion policies, are sufficient. In most cases, they are not.

Epilepsy presents specific challenges that generic policies do not address, including emergency seizure response, medication management, and individual risk assessment. Without specific guidance, managers and colleagues are left to make decisions without adequate information — which creates risk for the individual and legal exposure for the organisation.

A written epilepsy policy:

• Sets clear expectations for managers and staff
• Ensures consistent treatment across the organisation
• Demonstrates a proactive duty of care
• Supports compliance with the Equality Act 2010 and Health and Safety at Work Act 1974
• Provides a reference point in the event of an incident

The Legal Framework

Before drafting a policy, it helps to understand the legal context within which it operates.

The Equality Act 2010 classifies epilepsy as a disability. This means employers have a legal duty to make reasonable adjustments and must not treat an employee unfavourably because of their epilepsy. This applies from the point of recruitment onwards.

The Health and Safety at Work Act 1974 places a duty on employers to ensure the health, safety, and welfare of employees so far as is reasonably practicable. Where epilepsy creates specific workplace risks — such as operating machinery or working at height — employers must take steps to manage those risks appropriately.

The Management of Health and Safety at Work Regulations 1999 require employers to carry out suitable and sufficient risk assessments. Where an employee has epilepsy, an individual risk assessment should be completed.

A workplace epilepsy policy does not replace legal compliance — it supports it.

What a Good Epilepsy Policy Should Include

1. Purpose and Scope

The policy should open with a clear statement of intent, setting out what the policy is for and who it applies to. This section should confirm:

• The organisation’s commitment to supporting employees with epilepsy
• That epilepsy will be treated with confidentiality and respect
• That the policy applies to all employees, including managers, HR, and new starters
• That the policy aligns with the organisation’s broader equality, health and safety, and wellbeing frameworks

2. Definitions

The policy should briefly explain what epilepsy is in plain language, without clinical overstatement. It should clarify:

• That epilepsy is characterised by recurring seizures
• That seizures vary widely in type and presentation
• That many people with epilepsy have good seizure control with anti-seizure medications (ASMs)
• That epilepsy is a disability under the Equality Act 2010

This prevents assumptions and sets a factual baseline for all readers.

3. Disclosure and Confidentiality

This section should make clear:

• That employees are not legally required to disclose epilepsy unless it creates a safety risk or they require adjustments
• That any disclosed information will be treated as confidential and shared only on a need-to-know basis
• Who information may be shared with (e.g., direct line manager, occupational health, first aiders) and for what purpose
• That disclosure will not result in unfair treatment or disadvantage

Employees who choose to disclose should feel confident that doing so is safe and will lead to support, not scrutiny.

4. Individual Risk Assessment

The policy should confirm that an individual risk assessment will be carried out for any employee who discloses epilepsy. This should:

• Be completed in consultation with the employee
• Consider the nature of their role and any specific hazards (e.g., working at height, use of machinery, lone working, driving)
• Draw on medical information where relevant, with the employee’s consent
• Be reviewed regularly and following any change in seizure control or medication

The risk assessment process should be presented as a supportive measure, not a gatekeeping exercise.

5. Reasonable Adjustments

This section should confirm the organisation’s commitment to making reasonable adjustments and provide examples of what those adjustments might include, such as:

• Adjusted shift patterns or hours to support regular sleep
• Removal from tasks that present an unacceptable risk during a seizure (e.g., working at height or with unguarded machinery)
• Provision of a rest area following a seizure
• Flexibility around medical appointments
• Modified workstation setup where relevant
• Adjustments to travel or lone working requirements

The policy should make clear that reasonable adjustments are determined individually and reviewed regularly.

6. Emergency Response Procedures

This is one of the most practically important elements of any epilepsy policy. It should set out clearly:

• What staff should do if a colleague has a seizure at work
• When to call 999 (see thresholds below)
• What information a named first aider or colleague should have access to
• How to record the incident
• How to support the individual during recovery

When to call 999:

The policy should specify that emergency services must be called if:

• A convulsive seizure lasts five minutes or longer
• A second seizure follows without full recovery between them
• The person does not regain consciousness or awareness within a reasonable period
• The person is injured during the seizure
• It is the person’s first known seizure
• There is any other reason for concern about their condition

This guidance should be unambiguous. Ambiguity in emergency thresholds creates risk.

7. Individual Seizure Response Plans

The policy should confirm that any employee with epilepsy who wishes to do so can have an individual seizure response plan recorded. This plan should capture:

• What the employee’s seizures typically look like
• How long they usually last
• What support the individual needs during and after a seizure
• Whether rescue medication has been prescribed, and if so, who is trained to administer it
• Any specific instructions from the individual’s healthcare team

The plan should be kept securely but be accessible to relevant staff (with the employee’s consent).

8. Training

The policy should set out the organisation’s commitment to ensuring relevant staff have appropriate training. At a minimum, this should include:

• Seizure first aid awareness for all line managers and first aiders
• Specific training for staff who work closely with an employee with epilepsy
• Refresher training at appropriate intervals

Where rescue medication is prescribed, formal training in administration is required. This should be delivered by a qualified provider.

9. Return to Work

Following a seizure at work, or a period of absence related to epilepsy, the policy should describe how the return to work process will be handled. This should include:

• A supportive return-to-work conversation, not a disciplinary one
• A review of the individual’s risk assessment and adjustments
• Consideration of any changes to seizure control or medication
• Agreement on any temporary modifications to duties

The tone of this section matters. Returning to work should feel safe and supported.

10. Review and Accountability

The policy should confirm:

• How frequently it will be reviewed (annually is standard)
• Who is responsible for its implementation (typically HR, with input from health and safety leads)
• How employees can raise concerns or provide feedback

Common Policy Weaknesses to Avoid

Even well-intentioned policies can fall short. Common weaknesses include:

• Vague emergency guidance. If staff are unsure when to call 999, they will hesitate. Be explicit.
• No individual risk assessment process. A blanket policy without individual assessment does not reflect the diversity of epilepsy presentations.
• Conflating epilepsy with other disability categories. Epilepsy has specific features — seizures, medication, emergency response — that deserve dedicated guidance rather than being absorbed into a general disability policy.
• Treating disclosure as automatic. Employees have a right to confidentiality. The policy should reflect this.
• No reference to training. A policy without a training component is difficult to implement in practice.

Putting the Policy Into Practice

A written policy is only effective if staff know it exists and understand their responsibilities under it. Organisations should:

• Ensure the policy is accessible to all employees, not just HR
• Brief line managers on its contents and expectations
• Include epilepsy awareness in relevant induction and health and safety training
• Review the policy whenever relevant legislation or organisational practice changes

Summary: The Core Components

A good workplace epilepsy policy will include:

• A clear statement of purpose and scope
• Definitions of epilepsy in plain language
• Guidance on disclosure and confidentiality
• A commitment to individual risk assessment
• A framework for reasonable adjustments
• Unambiguous emergency response guidance
• Provision for individual seizure response plans
• A commitment to staff training
• A structured return-to-work process
• Clear accountability and review arrangements

Getting this right is not complicated. It requires a willingness to take epilepsy seriously as a workplace issue — and to give employees the confidence that their organisation is prepared.

If your organisation would like support developing or reviewing an epilepsy policy, or training staff in seizure awareness and response, National Epilepsy Training offers a range of courses and consultancy services tailored to workplace settings.