All employers have a responsibility to ensure that people who work for them are treated fairly. This includes people with a chronic health condition or disability. Not only does this help employers maintain their obligations under the law, but it is also good for business.
What to do if a candidate for a paid or unpaid role at your organisation discloses that they have epilepsy.
Every person with epilepsy is free to choose whether to disclose their diagnosis. Some people living with epilepsy may require some small adjustments to their work environment, such as different hours or breaks at particular times. However, these adjustments are usually very minor when compared to the value the person with epilepsy can add to an organisation.
To understand why an unpaid or paid staff member may decided whether or not to disclose their epilepsy diagnosis, refer to the Epilepsy Foundation’s disclosure guide: Disclosing your epilepsy to get the job done, the content of which refers to employers ( ie. those who recruit to paid roles) but is equally relevant to unpaid (volunteer roles).
This information is not intended as legal advice, but rather a general guide for employers about epilepsy in the workplace, which may help provide some initial understanding about the relevant legal and support issues. Understanding rights and responsibilities is an important step towards achieving an inclusive workplace.
However, as every situation is different, we have included a list of contacts that may be useful for more specific guidance and support.
There are a number of state and federal laws that safeguard appropriate conduct and protocols in the workplace. These laws and their associated agencies protect a variety of workers, including people who have a chronic health condition or disability.