The Employment Commission of the International Bureau for Epilepsy (ibeec)

This leaflet is used by employers and all professionals who are involved with the employment of people with epilepsy.

In setting out principles relating to employment, the IBE Employment Commission assumes a common understanding about epilepsy and its comprehensive management. This common understanding is that:

1. Epilepsy is a physical condition of the brain and is the most common neurological disorder.
2. Between 1 person in every 140 to 200 has a diagnosis of epilepsy and around 1 in 20 will have a single seizure.
3. Having epilepsy does not mean that the individual has seizures.
4. In the majority of cases, seizures can be completely controlled with appropriate treatment.
5. Seizures can take many forms. They can be very mild and even unnoticeable to an observer.
6. The majority of seizures occur outside of working hours.
7. Sickness absence and accidents at work are no more frequent in people with epilepsy than in other workers.
8. Employees with epilepsy are usually eligible for the same insurance cover as other employees.
9. Neither the diagnosis of epilepsy nor the actual occurrence of seizures should disqualify a person from paid employment.

Four areas for good practice

Important points are:

• If a seizure occurs at work, or the work performance is being affected by the medication, then assessment by a physician, expert in epilepsy, should be considered. In most of these cases, improved seizure control can be achieved.

• When a seizure occurs for the first time, there may be a detrimental effect on self-confidence and the person will require support and information about epilepsy.

• If a major seizure occurs then someone should stay with the individual until they have recovered. However, there is nothing that can be done apart from making them comfortable.

• In the majority of cases, even major seizures do not require medical help. Medical help should only be summoned if a seizure lasts longer than 5 minutes.

• Information on epilepsy is available from your national or local Epilepsy Association.

Where a person with epilepsy possesses the right qualifications and experience, job suitability should normally be assumed. Implementation of the following policies should ensure that unnecessary restrictions are avoided.

• Medical guidance should take into account the requirements of the job and the known facts about the individual's epilepsy and seizure pattern.

• Blanket prohibitions against 'people with epilepsy' should be avoided, as this leads to restrictions on all people with epilepsy regardless of their type of epilepsy or seizures.

• Only where the risks cannot be reduced to acceptable levels are restrictions on people with epilepsy justified.

• If job restrictions are needed, it should be clearly stated how they are to be implemented, reviewed, or lifted in terms of set time periods.

The following policies should ensure that recruitment and selection procedures are fair:

• In job seeking, selection and employment, people with epilepsy should enjoy the same rights as other workers.

• Work-related aptitudes and skills and a positive adjustment to epilepsy are essential factors in determining a person's employability.

• Interviews should focus on the capabilities of the individual with epilepsy and not on his or her real or assumed limitations.

• When personal health information is required, it should be processed separately from the job application form and evaluated by a skilled person.

• The employer should decide suitability for a particular job before any implications arising from the job applicant's epilepsy are considered.

• If a medical opinion is sought for an applicant's suitability, the guidance given should be based on knowledge of the particular job and details of the individual's epilepsy.

• When seizures occur for the first time in an employee, the employer should respond fairly by giving the employee adequate opportunity to receive proper medical treatment before making any decisions about job suitability.

• If seizures are likely to occur at work, the employer should help the employee with epilepsy to disclose the epilepsy to work-mates.

• Some first-aid training or other information should be provided for those that might be involved should a seizure occur.

• If, despite proper medical attention, seizures continue to disrupt the work, then appropriate redeployment, vocational guidance or re-training should be made available at this point.

We have developed a set of principles in order to help employers make informed decisions concerning recruitment and job placement. The Principles will be useful to employers and all professionals concerned with the employment of persons with epilepsy.

For information on the IBE Employment Commission, please contact:

The International Bureau for Epilepsy, P.O. Box 21, 2100 AA Heemstede,

The Netherlands.

Tel: +31 23 5237411

Fax: +31 23 5470119