EPILEPSY AND WORK

by National Society for Epilepsy

Finding and keeping work is getting increasingly difficult for everyone. In the competition for employment, people with disabilities have faired less well. There is good evidence, however, that once a person with a disability has got a job, their ability to keep it is just as good as anyone else's.

In view of the present level of high unemployment, and the decline in manufacturing industry, alternatives to traditional employment, especially the development of service industries and the constructive use of leisure time, may become more relevant for some people.

Mental attitude

Rather than ask whether a person with epilepsy is employable, it is better to ask whether he or she is suitable for a post, and then consider whether the presence of epilepsy is relevant.

Competition for certain types of jobs in certain areas is stiff. Job seekers must have the qualities that make them attractive to an employer. These might be related to age, educational, or technical qualifications, experience and good references.

The job seeker's attitude and enthusiasm, coupled with the ability to "sell oneself" at an interview, are also vitally important. All jobseekers should be realistic about their employment prospects. If a person with epilepsy is not immediately successful in getting a job, the temptation to place the blame entirely on the epilepsy should be resisted.

Employment prospects

Whether or not having epilepsy affects the chances of getting a job very much depends upon the nature and severity of the epilepsy, and whether the person has any additional disabilities. A person whose seizures are completely controlled, and who has acquired skills appropriate for their age, should not be adversely affected in the job market, although there are some specific exceptions to this (see below).

Much also depends on knowing how to present epilepsy to an employer, and having the knowledge and skills to correct misinformation in others. If, despite treatment, a person continues to have seizures, then they may well be at a disadvantage in seeking work. The degree of disadvantage may be due to several factors:

• incidence and severity of seizures
• adverse effects of drugs
• presence of other disabilities
• lack of skills
• low self-esteem

The fact of having epilepsy is not a very useful standpoint from which to assess someone's employment prospects. An individual with skills and talents is much more employable, despite a few seizures, than someone else with no seizures but no skills.

Getting a job

Most epileptics get jobs in the normal way without the need for any specialist help. It is advisable for the job seeker with epilepsy to have their medical condition stabilised at the earliest opportunity. The young adult leaving school whose seizures are not controlled is at a disadvantage compared to someone of the same age whose epilepsy was controlled much earlier. Where specialist help is required, early self-referral is probably the best course. Parents should request the assistance of a specialist careers officer through the schools careers service.

The Employment Medical Advisory Service (EMAS) is available to individuals, as well as employers and occupational health personnel, and gives a free and confidential opinion about particular types of work where epilepsy is involved. Anyone with epilepsy may use the services of the Disability Employment Advisor (DEA), who is based in the local Jobcentre and who can also assist with retraining schemes where appropriate. The DEA can also advise on the availability of sheltered work for those people who are severely disabled.

For most people with epilepsy, however, the best results will come from using mainstream employment outlets such as Jobcentres, personal contacts, newspaper advertisements, and employment agencies.

In the workplace

A common concern is whether or not to tell an employer and fellow workers that one suffers from epilespy. It is difficult to be dogmatic on this point.

Many people with epilepsy are convinced that the declaration of epilepsy will deter employers. In general, however, more problems are likely to arise from not telling, than from revealing epilepsy in the right way at the right time. At one extreme, failure to declare epilepsy at interview or on application forms could lead to dismissal, without recourse to an industrial tribunal, particularly if the Health and Safety at Work Act has been broken by the employee.

However, no-one wants to employ a person who overemphasises the fact of epilepsy, and dwells excessively on all the problems this may entail. It is important for the employee to understand epilepsy and to be able to give accurate personal information.

Once in the job, the occupational health service or the personnel department can help inform workmates about epilepsy in a positive way. If a person's seizures are completely controlled, it is a matter of individual decision whether colleagues are told anything, but the employer must be aware of the medical history.

If seizures are likely to occur during the working day, those around need to know what to do. How they are told is a matter of using common sense and weighing up the circumstances of the individual's work situation.

Closed occupations

Only a very few jobs are closed to those with epilepsy. In order to hold a Large Goods Vehicle (LGV) or Passenger Carrying Vehicle (PCV) licence, an individual must have been seizure-free and off medication for a period of ten years prior to obtaining the licence.

Difficulties may also be encountered in gaining entry to the armed services, merchant navy, police, and fire services. The same is usually true of teaching posts in state schools in physical education, and where laboratory or practical work is involved.

People whose seizures are not completely controlled may have problems in gaining work with young children, near open water, and around unguarded machinery or fires. Where seizures continue, work at heights is also not recommended.

It cannot be stressed too strongly, however, that detailed information about the individual is always required, and that this should be available to those who will decide on an individual's suitability for a particular occupation. Regulations can also change. Check that your information is up-to-date.

Insurance, pensions, and trade unions

There should not be problems with any of these, provided everyone concerned is aware of the facts. Sometimes it is alleged that these requirements present problems which preclude employing people with epilepsy. Such misinformation can be countered by knowing the following facts:

• no special insurance is necessary for a worker with epilepsy since Employer's Liability Insurance covers everyone in the workplace; this is on the understanding that when allocating work the employer takes account of the nature of the individual's disability
• it is the policy of the Occupational Pensions Board that if someone is fit enough to be an employee, then they are acceptable for the pensions scheme (if one exists)
• machinery must be adequately guarded in order to comply with safety regulations protecting all workers; this should prevent injuries should a seizure happen in the vicinity, but if special guards are required, subsidies are obtainable from the Employment Service (via DEA)
• the TUC and virtually all trade unions have positive policies on the employment of people with disabilities; where there are allegations of discrimination at work because of epilepsy, the trade union should be able to help.

Conclusion

There are about 100,000 people with epilepsy at work in the UK today. Research has shown that, on average, they have fewer accidents than other employees, take less time off work, and have good job loyalty records. These facts, together with the right kind of skills and self-confidence, are positive selling points to an employer.