1) Be honest, straightforward and factual. Disclose epilepsy if it affects the job; don’t worry about disclosing it if it does not affect job abilities or the safety of yourself or other employees.

2) Use your best judgement in educating employers. Some employers are knowledgeable about epilepsy, but many are not. Be prepared to give employers information about epilepsy, or let them know where they can find out more.

3) Be aware of any special accommodations you will need to do the job.

4) Be brief – don’t dwell on epilepsy. Try not to build it into a major point of discussion.

5) Be knowledgeable about your epilepsy. Inform employers about your level of seizure control, medications, auras, first aid, recovery and seizure precipitants.

6) Be enthusiastic and assertive in emphasizing your skills, abilities, ideas and assets.

7) Talk with assurance.

8) Know your rights as a person with a disability.

9) Be positive, honest and specific.

10) Relate your disclosure comments to the job and your performance. Be realistic about how epilepsy may affect your work. If possible, relate positive work experience and performance.

11) Inform the employer if your physician has made any job restrictions, or recommendations on what type of work to avoid.

12) At the end of the interview, ask if there is anything else they need to know.

But your decision will probably be a little more complicated than that. It will depend on factors like the type of seizures you have, their frequency, the type of work you do and your need for assistance. If your seizures or your medication could affect your ability or the safety of you and your coworkers, then we agree with the Canadian Human Rights Commission: it’s probably best to tell.

Unless you feel like a seizure could occur at any time, you don’t have to inform them on your first day of work or in your interview. There are probably better things to talk about (avoid the weather, though – that’s pretty boring). Whether you tell one or two people like your boss, or all your coworkers is up to you. If you have told your coworkers about your condition and what to do if a seizure does happen, you’ll probably be in better shape if a seizure does happen. But that’s totally up to you.

We know as well as you do that the understanding of epilepsy varies a great deal from person to person. Fortunately you’ve got some options in terms of support for helping people in your workplace properly understand you and your condition:

Contact the Canadian or Provincial Human Rights Commission in your area for further information about your rights and obligations as an employee/employer in employing someone with a condition such as epilepsy.

The Epilepsy Association of Calgary can provide in-person or printed material to any work-place if desired, and this can make all the difference. When people are prepared to assist with a seizure, there is usually less fear.

But your decision will probably be a little more complicated than that. It will depend on factors like the type of seizures you have, their frequency, the type of work you do and your need for assistance. If your seizures or your medication could affect your ability or the safety of you and your coworkers, then we agree with the Canadian Human Rights Commission: it’s probably best to tell.

Unless you feel like a seizure could occur at any time, you don’t have to inform them on your first day of work or in your interview. There are probably better things to talk about (avoid the weather, though – that’s pretty boring). Whether you tell one or two people like your boss, or all your coworkers is up to you. If you have told your coworkers about your condition and what to do if a seizure does happen, you’ll probably be in better shape if a seizure does happen. But that’s totally up to you.

We know as well as you do that the understanding of epilepsy varies a great deal from person to person. Fortunately you’ve got some options in terms of support for helping people in your workplace properly understand you and your condition:

Contact the Canadian or Provincial Human Rights Commission in your area for further information about your rights and obligations as an employee/employer in employing someone with a condition such as epilepsy.

The Epilepsy Association of Calgary can provide in-person or printed material to any work-place if desired, and this can make all the difference. When people are prepared to assist with a seizure, there is usually less fear.