Epilepsy in the workplace

If an apprentice or a member of staff disclosed that they have epilepsy, would your staff know how best to support the person in the workplace? Do they understand that they need to take a social model approach? A new guide from the TUC might help

Disability is one of 9 protected characteristics of the Equality Act 2010. Colleges and independent training providers have a Public Sector Equality Duty to advance equality for this protected characteristic. Taking a social model approach is an underpinning principle to advance disability equality.

The social model approach recognises that people are often ‘disabled’ not by their impairment or medical condition but by the social, attitudinal or physical barriers that they encounter. Providers need to move away from a narrow, labelling ‘medical model’ approach that focuses on what people cannot do, to a social model approach that focuses on dismantling organisational barriers.

The TUC, in partnership with Epilepsy Action, has published ‘Epilepsy in the workplace’ to aid trade union workplace representatives in supporting members with epilepsy. The guide is based on the social model of disability, which means epilepsy is not seen as a barrier to work. However, there may be external barriers to accessing work in the form of ignorance, prejudice and failure by employers to make workplace adaptations. The guide educates trade union members about epilepsy, and provides guidance on reasonable workplace adjustments and making workplaces epilepsy-friendly. While designed for union representatives and union members, the guide is a valuable source of information for assessors, managers and HR specialists.

You can download the guidance here