Many obstacles remain to promoting the professional integration of people with disabilities. Stigma, shortcomings in accommodation and policies, inequalities in education, and lack of support and resources are among the main challenges to improving the professional inclusion of people with epilepsy.

Nevertheless, the international and European legal framework and national legislation in Europe play a crucial role in promoting equal opportunities and professional integration for people with disabilities, including those with epilepsy. To overcome these obstacles, it is essential to raise awareness, improve implementation of existing legislation, ensure inclusive working environments and provide adequate support for both employers and employees.

Although each country (Italy, Bulgaria, Ireland, Germany and France) has its own specific characteristics, common features include the prohibition of discrimination, the obligation of reasonable accommodation, employment quotas, subsidies and financial support, as well as awareness-raising and training initiatives. These elements are all aimed at promoting the inclusion of disabled people in the job market.

• The setting of employment quotas, which is used in several European countries, is an important element in getting companies to hire disabled people. Companies generally fail to meet quotas, but without this law, most employers would not even consider hiring disabled people. Quotas can encourage employers to treat disabled people differently from the rest of the workforce, thus paradoxically marginalizing them. This can lead to people continuing to hide their disability and discourage them from disclosing it, which could be dangerous in a crisis, if colleagues are not equipped to help the person. Anti-discrimination laws also make a significant contribution to the employment of people with disabilities, although there is still a wide gap between existing international or national legislation and its actual implementation and enforcement.