Inclusive Recruitment: Building an Epilepsy-Aware Recruitment and Onboarding Process

Inclusive recruitment is not just about meeting diversity targets or legal requirements. It is about creating fair opportunities for every individual to contribute their skills and thrive at work. For people with epilepsy, recruitment and onboarding can sometimes present barriers that are easy to remove with the right understanding and planning.

Epilepsy is one of the most common neurological disorders in the UK, yet many employers still lack awareness of how to approach the recruitment process inclusively. With small but meaningful adjustments, businesses can attract talented applicants with epilepsy, demonstrate social responsibility, and create safer, more supportive workplaces.

Why Epilepsy Awareness Matters in Recruitment

Employment plays a vital role in independence, self-esteem, and financial stability. Yet research shows that people with epilepsy are more likely to experience unemployment, underemployment, or discrimination during hiring.

This often stems from misunderstanding or fear rather than genuine risk. Many employers still believe that epilepsy automatically prevents someone from performing certain roles, when in reality most people with epilepsy work safely and successfully across all industries.

Creating an epilepsy-aware recruitment process helps employers identify and remove these misconceptions, ensuring that applicants are assessed on ability, not assumption. It also fosters a culture of inclusion and trust, where individuals feel confident disclosing their epilepsy without fear of prejudice.

Legal Responsibilities and the Equality Act 2010

Under the Equality Act 2010, epilepsy is classified as a disability because it can have a long-term effect on daily life. This means employers are legally required to make reasonable adjustments to ensure applicants and employees are not placed at a disadvantage.

However, compliance alone should not be the goal. The most inclusive employers go beyond the minimum standard by building awareness, empathy, and proactive support into every stage of the recruitment and onboarding journey.

Reasonable adjustments do not always require significant cost or resources. Often, they involve simple measures such as flexible interview scheduling, tailored lighting environments, or clear communication about potential triggers and support needs.

Creating Inclusive Job Descriptions

Inclusive recruitment begins long before the interview stage. The language used in job descriptions can have a major impact on whether a person with epilepsy feels comfortable applying.

Avoid language that implies unnecessary physical or sensory requirements, such as “must be able to drive” or “must work long shifts”, unless these are genuinely essential. Instead, focus on outcomes rather than specific methods of working.

For example, rather than writing “must work under bright lights and in a fast-paced environment”, reframe it as “must be able to adapt to changing workloads and collaborate with colleagues in a busy setting”. This subtle shift widens your talent pool and signals to candidates that you value flexibility and inclusion.

Job adverts can also explicitly encourage applicants who may require adjustments to reach out. A simple statement such as “We welcome applications from people with epilepsy and will make reasonable adjustments throughout the recruitment process” demonstrates openness and awareness from the outset.

Adjusting the Recruitment Process

Recruitment processes often rely on standardised assessments and interview formats, which may not suit everyone equally. For candidates with epilepsy, adjustments might include:

• Flexible interview timing: Scheduling interviews at times that align with seizure control patterns or medication schedules.
  
• Alternative interview formats: Offering virtual interviews or allowing written responses to certain questions where appropriate.
  
• Accessible environments: Avoiding flashing lights or high-contrast screens during presentations or assessments.
  
• Rest breaks: Allowing short breaks between tasks to prevent fatigue.
  

Recruiters and hiring managers should also be trained to handle disclosure appropriately. If a candidate mentions epilepsy, it should never be viewed negatively or used to question competence. Instead, the conversation should focus on how the organisation can support them effectively if hired.

Creating a Safe and Supportive Onboarding Experience

Once an applicant accepts a role, onboarding becomes the next crucial step in building trust and ensuring safety. This is where inclusive recruitment transitions into inclusive employment.

During induction, employers should:

• Offer epilepsy awareness training to managers and teams. Understanding seizure types and first aid responses reduces anxiety and promotes safety.
  
• Create a seizure management plan with the employee, outlining what to do in the event of a seizure, who to contact, and any workplace adaptations needed.
  
• Review workstation safety, such as avoiding sharp edges or unnecessary hazards.
  
• Check that lighting, temperature, and workload are appropriate and do not increase risk of seizures.
  
• Provide private spaces for rest or recovery if required.
  

Employers should also ask whether Anti-Seizure Medication (ASM) side effects might affect working patterns. Some people may experience fatigue, slower processing speed, or dizziness at certain times. Simple flexibility — such as allowing a later start time or short rest periods — can make a huge difference in maintaining wellbeing and productivity.

Encouraging Disclosure Through Trust

One of the main barriers to inclusive recruitment is that many people with epilepsy choose not to disclose it. This is often due to past experiences of bias or stigma. However, disclosure is essential for employers to put safety measures in place and meet their legal obligations.

To encourage openness, employers must create a culture where staff feel confident that disclosure will lead to support, not discrimination. This can be achieved by:

• Including epilepsy awareness in broader diversity and inclusion training.
  
• Highlighting policies around reasonable adjustments on company websites and job adverts.
  
• Showcasing employee stories or case studies that demonstrate inclusion in action.
  
• Ensuring that all medical information shared by applicants or employees is treated confidentially and respectfully.
  

Trust is built through transparency and consistency. When candidates see that an organisation genuinely understands epilepsy, they are far more likely to disclose it and engage fully with the process.

Championing Workplace Awareness Beyond Recruitment

An inclusive recruitment process should be part of a wider commitment to epilepsy awareness across the organisation. This includes:

• Regular staff training: Equip teams with the knowledge to respond to seizures safely and compassionately.
  
• Emergency protocols: Ensure everyone knows how to summon help and what steps to take if a seizure occurs in the workplace.
  
• Ongoing review of adjustments: People’s seizure patterns or medication schedules can change, so regular check-ins help keep support relevant.
  
• Promoting wellbeing: Encourage healthy habits such as taking regular breaks, managing workload stress, and supporting good sleep hygiene.
  

When epilepsy awareness becomes part of the company culture rather than a one-off initiative, everyone benefits. It fosters empathy, reduces fear, and promotes a sense of belonging for all employees.

Benefits for Employers

Inclusive recruitment is not just good ethics — it is good business. Organisations that embrace diversity consistently report higher innovation, stronger engagement, and better staff retention.

Employers who demonstrate flexibility and understanding attract a wider pool of applicants, build stronger reputations, and benefit from a workforce that mirrors the communities they serve.

By making simple changes to job descriptions, interview formats, and onboarding practices, businesses can break down barriers and ensure that people with epilepsy have equal access to meaningful employment opportunities.

Final Thoughts

An epilepsy-aware recruitment process is a cornerstone of inclusive employment. It begins with understanding, empathy, and a willingness to adapt. By reviewing recruitment practices, training teams, and creating open channels of communication, employers can replace stigma with support.

Epilepsy should never be a barrier to a successful career. With awareness, flexibility, and genuine inclusion, organisations can unlock the full potential of every candidate — and set a standard for others to follow.