Explaining Epilepsy to Your Employer: Scripts for the Conversation You’re Dreading

Deciding whether, when, and how to tell your employer about epilepsy is one of the most common concerns for adults managing epilepsy in the workplace. This guide provides practical information about your legal position, timing considerations, and approaches to these conversations.

Do You Legally Have to Tell?

The short answer is: it depends on the circumstances.

During Recruitment

Job applications and interviews: You are not legally required to disclose epilepsy during the application or interview stage, with one important exception: if you are asked a specific health question that directly relates to epilepsy.

If an employer asks, “Do you have any health conditions that might affect your ability to do this job?” you must answer truthfully. Providing false information could be grounds for dismissal if discovered later.

However, most employers cannot ask health questions before making a job offer, under the Equality Act 2010. Exceptions include roles where health is genuinely relevant to the position (such as operating heavy machinery or safety-critical work).

After a Job Offer

Once a job offer is made, employers may ask health questions as part of occupational health screening. At this stage, disclosure may be required depending on what you are asked.

During Employment

If your epilepsy affects your ability to do your job safely, or if you need reasonable adjustments, you should inform your employer. Continuing to work in an unsafe situation without disclosure could put you and others at risk.

When to Disclose: Timing Considerations

There is no single right answer. The decision depends on your individual circumstances, seizure control, and the nature of your work.

Disclosing During the Interview Process

Advantages:

• Demonstrates honesty and confidence
• Allows you to address any concerns directly
• Sets expectations from the start
• You can assess the employer’s attitude before accepting a role

Disadvantages:

• May influence hiring decisions (despite legal protections)
• You have less leverage before securing the job
• May not be necessary if your epilepsy is well-controlled and does not affect your work

Disclosing After Starting

Advantages:

• You can prove your capability before epilepsy becomes part of the conversation
• You establish trust and working relationships first
• You are protected by employment rights once in post

Disadvantages:

• May feel like you have withheld information
• Colleagues may feel surprised or uncertain
• Implementing adjustments may take longer

Never Disclosing

Some people with well-controlled epilepsy, particularly those who have not had seizures for many years, choose not to disclose.

This may be appropriate if:

• Your seizures are fully controlled
• You work in a low-risk environment
• You do not need any adjustments
• Disclosure is not legally required for safety reasons

Consider disclosure if:

• There is any risk of seizures occurring at work
• Your role involves safety-critical activities
• You need adjustments such as flexible working or avoiding certain triggers

What Employers Actually Need to Know

If you decide to disclose, you do not need to share your entire medical history. Employers need practical, relevant information to support you effectively and ensure workplace safety.

Information to Share

• That you have epilepsy
• Whether your seizures are controlled (and if medication manages them well)
• What your seizures look like (if they were to occur)
• What to do if you have a seizure at work
• Any reasonable adjustments you need
• Any activities that might trigger seizures (such as flashing lights or shift work affecting sleep)

Information You Can Keep Private

• Full medical history
• Details of medications (unless relevant to workplace safety, such as side effects affecting concentration)
• Personal feelings about epilepsy
• Information about family members

Conversation Approaches for Different Scenarios

Script 1: Disclosing to a Manager After Starting a Job

Setting: Arrange a private meeting with your line manager.

Opening: “Thank you for meeting with me. I wanted to let you know that I have epilepsy. It’s well-controlled with medication, but I think it’s important you’re aware in case I ever need support.”

Explaining the practicalities: “My seizures are [describe type – for example, absence seizures where I briefly lose awareness, or tonic-clonic seizures involving convulsions]. I haven’t had one for [timeframe], but if it did happen at work, the main thing is to [brief first aid – for example, stay with me, time the seizure, and call 999 if it lasts more than 5 minutes].”

Discussing adjustments (if needed): “There are a couple of small adjustments that would help me work safely: [for example, avoiding late shifts that disrupt sleep, or being excused from areas with strobe lighting].”

Closing: “I’m happy to answer any questions, and I can provide written information if that’s helpful. I wanted to be open about this so we can work together if anything comes up.”

Script 2: Disclosing During an Interview (If Asked About Health)

If asked, “Do you have any health conditions we should know about?”

“I have epilepsy, which is managed with medication. It doesn’t affect my ability to do this job, and I’ve worked successfully in similar roles without any issues. If you’d like, I’m happy to explain what reasonable adjustments, if any, might be helpful.”

Keep it brief and factual. Employers are assessing your capability, not your medical history.

Script 3: Requesting Reasonable Adjustments

In writing (email to HR or line manager):

“Dear [Name],

As discussed, I have epilepsy which is managed with anti-seizure medications (ASMs). I am writing to formally request the following reasonable adjustments under the Equality Act 2010:

• [Specific adjustment, e.g., avoiding late-night shifts to maintain regular sleep patterns, which helps prevent seizures]
• [Any other adjustments needed]

These adjustments will enable me to continue working safely and effectively. I am happy to discuss this further or provide additional information if needed.

Thank you for your support.

Best regards, [Your name]”

Always document requests in writing. This creates a clear record.

Script 4: After a Seizure at Work

If you have a seizure at work and have not previously disclosed, you will need to have a conversation with your manager as soon as you are well enough.

Opening: “Thank you for your concern. I should explain that I have epilepsy. I hadn’t mentioned it before because it’s usually well-controlled, but clearly I need to make sure you and the team know what to do if this happens again.”

Taking responsibility: “I should have informed you sooner. I’d like to put a plan in place now so everyone knows how to respond safely.”

Next steps: “Can we arrange a time to discuss what adjustments might help, and ensure the team has the right information?”

Your Rights Under the Equality Act 2010

Epilepsy is classified as a disability under the Equality Act 2010. This means you are protected from discrimination and entitled to reasonable adjustments.

What This Means in Practice

Employers must:

• Not treat you unfairly because of epilepsy
• Make reasonable adjustments to remove barriers you face at work
• Not dismiss you or refuse promotion because of epilepsy (unless there is a genuine safety reason that cannot be resolved)

What Are Reasonable Adjustments?

Reasonable adjustments are changes to working arrangements that help you do your job. Examples include:

• Flexible working hours to maintain regular sleep
• Adjustments to shift patterns
• Moving workstations away from flashing lights or machinery
• Allowing time off for medical appointments
• Providing written instructions if medication affects memory
• Adjusting break times to take medication

What is “reasonable” depends on the size of the employer, cost, and practicality. Employers cannot refuse adjustments simply because they are inconvenient.

Following Up in Writing

After any conversation about epilepsy or adjustments, send a brief email summarising what was discussed. This protects you and creates clarity.

Example email:

“Dear [Manager],

Thank you for meeting with me today to discuss my epilepsy and the adjustments we agreed upon. To confirm, we discussed:

• [Adjustment 1]
• [Adjustment 2]
• [Emergency response plan]

I will provide the seizure first aid information we discussed by [date]. Please let me know if you need anything else from me.

Best regards, [Your name]”

When Disclosure Goes Wrong

Most employers respond supportively. However, if you experience discrimination:

Informal resolution:

• Speak to your manager or HR to resolve the issue
• Explain your concerns clearly and refer to your rights under the Equality Act 2010

Formal resolution:

• Raise a formal grievance in writing
• Keep records of all conversations and emails
• Seek advice from ACAS (Advisory, Conciliation and Arbitration Service)
• Contact the Equality Advisory and Support Service (EASS)

Legal action: If discrimination continues, you may have grounds for an employment tribunal claim. Seek legal advice before taking this step. Many employment solicitors offer free initial consultations.

Key Points to Remember

• You are not always legally required to disclose epilepsy
• Timing of disclosure is a personal decision based on individual circumstances
• Employers need practical information, not full medical history
• Epilepsy is a disability under the Equality Act 2010
• You are entitled to reasonable adjustments
• Always document requests and conversations in writing
• Support is available if you experience discrimination

Disclosure is a personal decision, and there is no single correct approach. Consider your own circumstances, seizure control, and the nature of your work when deciding what is right for you.

If you do disclose, approach the conversation calmly, provide clear information, and focus on practical steps that support safe and effective working.