After you have dealt primarily with yourself in the first two sections, we will now focus on third parties who can help you in your efforts to find a job. Specifically, we will deal with the legal framework, possible counselling and support services.

Since this guide pertains to a pan-European framework, it is not possible to provide an overview of the specific legal situation in each country as it differs massively between countries. However, it is important that you are informed about the specific legal conditions for your desired profession and your medical condition in your country. This will not only prevent any unpleasant surprises but also provide you with greater confidence and make it less likely for you to be dismissed easily. The key questions to consider are whether there are any prohibited professions for you; this often includes roles such as military positions or jobs as professional drivers. Next, you should determine whether there is an obligation on your part to disclose your condition during the application process. Finally, you should ascertain to what extent you may be entitled to certain employment integration services. For instance, it is possible that the costs of workplace safety measures may be funded by the government, or that parts of your salary, further education, or similar aspects could be supported.

You don’t have to individually address all these questions. There are numerous associations, organisations, medical centers, integration offices, psychosocial services, and social agencies that specialise in epilepsy-related issues or employ specialised teams and advisors. Such organisations often compile specific guides to assist you in your career orientation. If necessary, your national employment agency may also be able to assist you or refer you to an appropriate resource. You can find, for instance, the German national employment agency here. The right conversation at the right time can prove to be groundbreaking. For resources in the German-speaking region, you can find numerous such offerings in the references provided below this text.

Are you well-informed? Consultation can still be worthwhile!

The main obstacle for people with epilepsy in the workplace is not the actual medical condition and the resulting limitations, but rather the lack of awareness and associated biases of potential employers. For most, it’s not the epilepsy that sets limits, but society’s inability to handle it. In this regard, consulting with experienced professionals can open doors for you. Knowing how to approach a sceptical human resource department or an apprehensive boss who wants to avoid any risks can be challenging. What may appear daunting or even demeaning to some individuals is merely routine for a seasoned and skilled epilepsy advisor..

Networking and connecting with individuals facing similar challenges can also be a crucial factor. Many people find support in sharing experiences through support groups. Consultative support services can assist in making contacts or even establishing new groups. The stigma associated with epilepsy can affect self-esteem and, consequently, one’s ability to present themselves positively in job interviews. It’s difficult to seek employment from a position of low self-confidence. If you don’t believe in yourself, it will be challenging to convince others of your abilities. Regular interaction with those facing similar challenges can provide valuable support for various everyday challenges, including the job application process.

Task: Research on your own! What counselling centers for people with epilepsy or related resources are available in your area? If there aren’t any, look for national counselling centers offering phone or online consultations. Also, consider involving associations, organisations, or support groups in your research.

• For local support a good starting point would just be to search the web for the keyword “epilepsy” in combination with your hometown or just enter the keyword “epilepsy” inside a google maps search radius. If you are living in a metropolitan area it can be advantageous to specify with further keywords like “counselling”, “self-help” or “support-group” during your research.
• There are resources such as the self-help group finder of the German Epilepsy Association (Deutsche Epilepsievereinigung) which are very useful. The Association also provides hotlines for general advice and family related challenges.
• Just find a starting point. Even if you don’t find exactly what you are looking for, the contacts you do find will certainly be able to help you with your further search.

The matter of disclosure – Openness is good in the long term, but is rarely a good entry point

In Germany and other countries, it is generally not obligatory for a person with epilepsy to disclose their condition to their employer as long as their health does not prevent them from fulfilling their contractual obligations. However, if you have an officially certified severe disability, you are required to disclose it. Employers are also allowed to ask about this.

How openly you choose to disclose or discuss your condition and when and where you want to inform your potential employer is largely your own decision. However, it is advisable to refrain from providing information about chronic medical conditions or the existence of a disability card in your initial application. There is no one-size-fits-all advice regarding the timing and manner of disclosure. It depends on your specific medical condition and the level of openness and acceptance expected from the employer. In general, the more significant the impact of your condition on your daily work, the more it is recommended to disclose your condition early. If you have been seizure-free for years and/or experience seizures only at night or outside regular working hours, with no other medication-related side effects, early disclosure may not be necessary, unless there is a legal obligation in your country.

In most cases, it is recommended to inform at least close colleagues after the training period to create acceptance for minimal disruptions in your daily work. It may also be beneficial if a counselling center acts as an intermediary in the initial communication between employer and applicant or later in the onboarding process, guiding measures for workplace sensitisation or safe workplace design.