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Epilepsy in the workplace and the ADA.

Disability evaluation under social security.

You can learn more about how we ensure our content is accurate and current by reading our editorial policy. We link primary sources - including studies, scientific references, and statistics - within each article and also list them in the resources section at the bottom of our articles. Medical News Today has strict sourcing guidelines and draws only from peer-reviewed studies, academic research institutions, and medical journals and associations. However, an employee will need to provide an employer with updates on the possible date of their return. They may require extended leave and may only be able to provide an estimate of when they can return. The ADA also states that an employee with epilepsy may be unable to provide a set date for returning to work. If a person has taken leave off work due to epilepsy, the ADA states that an employer may ask for relevant medical information to assess the employee’s current ability to carry out their job safely. It prohibits employers from refusing to hire someone or terminating their job because they have epilepsy. The ADA is a federal law that protects anyone with epilepsy from workplace discrimination. The Americans with Disabilities Act (ADA) regards epilepsy as a disability due to the impact of seizures on everyday life, including potentially needing to take medication to manage or prevent seizures.

Many employers will be supportive and may have disability specialists to make the workplace accessible and inclusive. The workplace should also make reasonable adjustments for a person with epilepsy, such as keeping their workspace safe and training colleagues on responding when a person has a seizure. laws protect people returning to work after a seizure against discrimination. Share on Pinterest wundervisuals/Getty Images