I have grand mal seizures about one a month. When do I tell a prospective employer? Each seizure knocks me out for the remainder of the day and the day after

13 Comments

1. Michelle LeeJune 11,2024 at 12:49PM UTC

   After you’re hired, I would think this is part of the ADA act and you should disclose to HR. They should share the info with only the necessary people per HIPPA laws.

2. Lara Ivey KauchakJune 11,2024 at 4:57PM UTC

   After you get the job.

3. AnonymousJune 12,2024 at 12:25PM UTC

   Many years ago, I had an inactive herpes virus and dating was a huge challenge! There’s a very fine line between what you are morally required to disclose and when. I would think depending on the frequency of your grand mal seizures, it could wait until you’ve received an offer. However, I am not an attorney. I remember during Covid, the lines became blurred regarding HIPPA rights and legal responsibilities. Good luck, my friend

4. AnonymousJune 12,2024 at 3:37PM UTC

   I would say once you’ve received an offer - you could disclose to HR and your manager so they have record of you needing ADA accommodations.

   Also, this way someone at the company knows what to do in the likely event that you have a seizure in the office (whether or not to call an ambulance, how to get in touch with your partner/roommate/parent, what medications you need, etc).

   I have a friend who has MS, and sometimes, he just….loses consciousness. He told me and one other person what to expect, and how to get into his phone so we could contact his sister and help him get home. It was very helpful.

5. AnonymousJune 12,2024 at 3:57PM UTC

   Your company must know as soon as you are hired that you will require accommodation. This will include issues if you are required to drive for your job, because in most states, having a seizure causes you to lose driving privileges. Also, fluorescent lights that are starting to fade will strobe which can bring on seizures. Make sure that you have a letter from your neurologist detailing the accommodations you require when you start onboarding. If they ask during your interviews if you will require any accommodations, it is a simple yes/no, so you can let them know then that you will need accommodations for lights and driving. If you are having grand mals this often, you need to get those under control, so discuss this with your neurologist as well to make sure you are on the proper medication regimen.

6. Maggie LindseyJune 13,2024 at 1:31PM UTC

   I agree that pursuing effective means of managing seizures is important but it’s also important to remember that medications effectively control seizures for 60-70% of people. For 30% or more of individuals with epilepsy medications are simply not effective. They are considered to have medically refractory or drug resistant epilepsy. There may be other options like surgery or brain stimulation procedures but the appropriateness of those depends upon many factors including whether a focal origin of the seizures can be identified as well as other individual health factors.

7. AnonymousJune 13,2024 at 12:13PM UTC

   Also set up intermittent FMLA once you have started so recovery days are protected.

8. AnonymousJune 13,2024 at 2:35PM UTC

   I have this condition and it lasted years before I found the right neurologist and treatment to manage it. (This isn’t a medical advice site, so I’ll only address the work part. If you want that part, reply to this and we’ll find a way to connect.) I changed jobs in those years I had it and I told them when I received the offer. If they would have asked during the process I would have told them then, as I won’t lie. I confirmed with my neurologist and made sure I was aware of what type of roles/jobs were safe. I’m mostly an office worker with travel. The travel was the hard part. At the job I had been working everyone knew because I had one at work. After I got the new job, only my boss, HR and a few of my trusted coworkers. Luckily it didn’t happen during my work at the new place, but it did happen after work so the day after or whatever I needed had to be dealt with.

9. Sandy PochapinJune 13,2024 at 2:35PM UTC

   I'm in agreement with everyone else, do not disclose it until you are hired. It's a disability. Wait until they have sent the offer letter/email and not before.

10. Lorraine HerreraJune 13,2024 at 2:35PM UTC

    By law, you are required to tell them only if you will need accommodations and after you get the offer. In my case I say it in the interview because if they will discriminate, I want it to happen right away and save me some trauma in the long run. Navigating the corporate life with disabilities is the most traumatic thing I’ve ever done.

11. maria roseJune 13,2024 at 6:49PM UTC

    Based on the reply comment by Lorraine Herrera , you would need not disclose if your seizures timing would not necessarily need to be reported if you don’t accommodations and predict their occurrence and plan to not be at work during the episodes and aftermath. But only you can answer that question as you know how the episodes limited or changed at your prior work. But it is not something that you bring up immediately in the hiring interview process voluntarily unless you know that you will have triggers that can’t be avoided and therefore you might need to have some accommodation made. Only you know that answer. I have worked with many people who had epilepsy and functioned quite well without accommodations and controlled it with medication and knew when they needed to remove themselves if they were experiencing symptoms that were predicting an episode. It sounds like you know what to expect and what you need to recuperate. What you might ask for is if there’s flexibility in time off requests. Good luck

12. Maria TaylorJune 13,2024 at 5:15PM UTC

    My husband has seizures, too, and it's cost him numerous jobs. Luckily, we have gotten him on the proper medication, and he sees a neurologist once or twice a year. The medicine does its job, but every once in a while, he will have activity. He let his current employer know immediately about them, but that they are being treated. They know he is a good employee, so they work with him. He has a doctor's note from his neurologist in case he has one either there or at home. It hasn't been an issue. As long as you're honest and are doing whatever you can to get them treated, a good employer will work with you.

13. AnonymousJune 13,2024 at 5:44PM UTC

    As someone who also has epilepsy, I can certainly empathize, and understand what you're going through.

    I was already employed and hesitant to tell anyone. I felt comfortable after a while, as I was close with a number of my colleagues and the CEO of my company had family members with the same condition.

    I agree, don't tell anyone until you have to. I never check off that I have a disability on job applications ("I decline to answer"). The increasing cost of healthcare is a concern for companies; you never know how they base their hiring decisions or where that "confidential" application info goes.

    Unless your seizures are under control unless need to know. if anything, how to administer first aid, as there are common misconceptions (For those of you who don't know, make sure they're on the floor and turn them over on the side. Never place something in the person's mouth - the person could choke to death).

    I hope you're able to get good treatment (make sure you go to a neurologist who specializes in epilepsy, as it's a very complex condition). Best of luck and be well!