Should my employer know I have epilepsy? 

Deciding whether to disclose a diagnosis of epilepsy to an employer is a significant decision that involves balancing personal privacy with workplace safety and legal protections. For many people, the fear of being treated differently or facing discrimination can make the prospect of sharing this information daunting. However, in a clinical and professional context, disclosure is often the gateway to accessing support that ensures you can perform your role safely and effectively. While the choice is ultimately yours, understanding the legal framework and the practical benefits of disclosure can help you make an informed decision that supports your long term career goals. 

In the United Kingdom, the law provides robust protections for employees with long term health conditions. Under the Equality Act 2010, epilepsy is generally considered a disability, which means employers have a legal duty to support you and protect you from unfair treatment. Disclosure is not just about informing your manager of a medical condition; it is about initiating a collaborative process to identify any risks and implement adjustments that make your working environment safer. By being open about your needs, you allow your employer to fulfill their health and safety obligations while ensuring you have the tools necessary to thrive in your profession. 

What we will discuss in this article 

• Legal rights and protections under the Equality Act 2010 

• Situations where disclosure is a legal or safety requirement 

• The benefits of requesting reasonable adjustments at work 

• How to manage workplace risk assessments for epilepsy 

• Navigating the disclosure process during recruitment or employment 

• Accessing government support through the Access to Work scheme 

• Emergency guidance for identifying signs of health deterioration 

Your legal rights and the Equality Act 

The Equality Act 2010 is the primary legislation that protects people with epilepsy in the workplace. 

Protection from discrimination 

Because epilepsy is a physical, long term condition that has a substantial effect on daily activities, it is legally defined as a disability. This means it is unlawful for an employer to treat you less favourably because of your epilepsy, whether during the application process, in your daily duties, or when considering promotions. Employers are also prohibited from asking health related questions before making a job offer, except in very specific circumstances related to the essential requirements of the role or to determine if you need adjustments for the interview itself. 

When disclosure is a requirement 

While you generally have the right to keep your medical history private, there are specific instances where telling your employer is necessary. 

Health and safety obligations 

You must disclose your epilepsy if it poses a significant risk to your own safety or the safety of your colleagues. This usually applies to safety critical roles, such as those involving: 

• Working at heights or on scaffolding. 

• Operating heavy, unguarded machinery or power tools. 

• Working near open water or high voltage electricity. 

• Driving as a core part of your job. 

Under health and safety legislation, employees have a responsibility to take reasonable care of their own safety. If a seizure at work could result in a dangerous accident, failing to disclose your condition could leave you legally vulnerable and may also invalidate your employer liability insurance. 

The role of reasonable adjustments 

One of the most compelling reasons to disclose your epilepsy is the right to request reasonable adjustments to help you do your job. 

Practical support in the workplace 

An employer is only legally required to make adjustments once they are aware of your condition. These changes are often simple and low cost but can make a profound difference to your stability and performance. Examples include: 

• Flexible working hours: To help manage fatigue or avoid sleep deprivation, which are common seizure triggers. 

• Environmental changes: Adjusting office lighting to assist those with photosensitive epilepsy or providing a quieter workspace. 

• Task modification: Temporarily reassigning duties that involve driving or working at height. 

• Medical leave: Allowing time off for specialist appointments or recovery after a seizure. 

Comparison of disclosure factors 

Consideration	Benefit of Disclosure	Risk of Non Disclosure
Legal Rights	Protection under the Equality Act	Harder to prove discrimination
Workplace Safety	Individual risk assessment and first aid	Unmanaged hazards and risk of injury
Career Support	Access to reasonable adjustments	Potential performance issues without help
Financial Help	Eligibility for Access to Work grants	No access to specialized equipment funding
Team Support	Colleagues know how to provide first aid	Panic or incorrect response during a seizure

The Access to Work scheme 

If you need adjustments that involve significant costs, the government provides a support system to help both you and your employer. 

Access to Work is a publicly funded employment support programme that aims to help disabled people stay in work. If your epilepsy requires specialized equipment or support that goes beyond what is considered reasonable for an employer to pay, this scheme can provide a grant. For example, it can cover the cost of taxi fares to work if you are unable to drive, or fund specialized software or workplace assessments. You can apply for this support once you have a job offer or if you are already in employment. 

To summarise 

Disclosing your epilepsy to your employer is a personal choice, but it is often a strategic move that enhances your safety and legal protection. While you are not required to share your medical history in most cases, doing so allows you to access reasonable adjustments and government support that can sustain your career. By being proactive and focusing on what you can do with the right support, you foster a workplace culture based on understanding and safety. Ultimately, your health is the priority, and a well informed employer is better equipped to help you manage your condition while you continue to succeed in your professional life. 

Emergency guidance 

Every workplace should have a clear seizure action plan if an employee has disclosed their epilepsy. Call 999 immediately if a seizure lasts more than five minutes, if the person has multiple seizures without regaining consciousness, or if they are injured during the event. If a seizure occurs in a high risk environment, such as near machinery or water, seek urgent medical assessment even if the seizure was brief. After any workplace seizure, a clinical review with your specialist is recommended to evaluate if stress or environmental factors triggered the event and to update your risk assessment accordingly. 

Authority Snapshot 

Dr. Rebecca Fernandez is a physician with an MBBS and experience in general surgery, cardiology, internal medicine, gynecology, intensive care, and emergency medicine. She has managed critically ill patients, stabilised acute trauma cases, and provided comprehensive inpatient and outpatient care. In psychiatry, Dr. Fernandez has worked with psychotic, mood, anxiety, and substance use disorders, applying evidence based approaches such as CBT, ACT, and mindfulness based therapies. Her skills span patient assessment, treatment planning, and the integration of digital health solutions to support mental well being in 2026.