Epilepsy and Work: Managing Jobs with a Seizure Condition

Every year on Purple Day (March 26), people around the world don purple to raise awareness about epilepsy​. But supporting Australians with epilepsy in the workplace is a year-round conversation. Epilepsy – a neurological condition causing recurrent seizures – affects people in all walks of life. In fact, around 250,000 Australians are living with epilepsy​, and many of them are successfully employed across a range of jobs. If you or someone you know has a seizure condition, you might wonder how to navigate work: Should you tell your boss about your epilepsy? What if you have a seizure at work? How can you stay safe on the job? For example, if you need to take a sick day after a seizure, can you get a medical certificate online or do you have to visit a doctor in person? We’ll explore the challenges of epilepsy in the workplace, share strategies for managing your job, discuss the pros and cons of disclosing your condition, explain your legal rights under Australian law, and highlight how to use online medical certificates (like a doctor's certificate online) for epilepsy-related sick leave.

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Challenges of Epilepsy in the Workplace

Working with epilepsy is absolutely achievable, but it does come with some unique challenges. Understanding these common issues is the first step to overcoming them:

• Safety concerns: A key worry is what would happen if you have a seizure at work. Certain work environments (like working at heights, near heavy machinery, open water, or flames) can pose risks if a seizure occurs. For instance, some jobs – such as being a pilot or operating heavy machinery – aren’t considered safe unless your seizures are fully controlled​. Most roles don’t involve such extreme hazards, but it’s normal to feel anxious about staying safe on the job.
• Stigma and misunderstanding: Unfortunately, not everyone understands epilepsy. You might fear coworkers or managers treating you differently if they know about your condition. Misconceptions (like thinking every seizure is an emergency or that epilepsy affects intelligence) can create an awkward or even discriminatory environment. This social stigma can make you hesitant to talk about your epilepsy.
• Unpredictability: Epilepsy can be unpredictable. Even if you’ve been seizure-free for months, there’s always a chance one could occur without warning. That uncertainty can cause stress. You may worry about having a seizure during a meeting or on a job site, which can be distracting and emotionally draining.
• Fatigue and concentration: Seizures (and the medications to control them) can sometimes leave you feeling tired, groggy or unfocused. You might experience the after-effects of a seizure (called the postictal phase) which can include confusion, headaches, or exhaustion. This can temporarily affect work performance – for example, you might need extra breaks or a lighter schedule following a seizure.
• Transportation troubles: In Australia, if you have recent seizures, you may face driving restrictions for safety reasons. Not being able to drive can make commuting to work or doing jobs that require driving more challenging. Public transport or asking for lifts becomes a necessity if your driver’s licence is on hold for a period. This limitation can also narrow the types of jobs you feel you can take on (for example, roles involving operating a bus or train require strict seizure-free periods by law​).
• Taking time off work: You might need occasional time off for medical appointments, or to recover after a significant seizure. Many people with epilepsy can keep working without taking frequent leave, but it’s important to know that if you do need a sick day, you may be asked for a doctor’s note. (We’ll cover how to conveniently get an online medical certificate later on, so you can rest easy.)

Despite these challenges, remember that you are not alone and many Australians with epilepsy continue to work successfully. The key is to plan ahead and use available support. Next, we’ll look at strategies to manage epilepsy at work so you can feel confident and supported in your job.

Strategies for Managing Epilepsy at Work

Having a seizure condition doesn’t mean you have to settle for less in your career. There are plenty of practical strategies and resources to help you manage epilepsy in the workplace. Here are some tips for navigating work life with confidence:

• Create an Epilepsy Management Plan: One of the most empowering steps is to develop an epilepsy management plan for your workplace. This is a document (often created with help from your doctor or an epilepsy nurse) that outlines your seizure types, triggers, medications, and what to do if you have a seizure. You can share this plan with your employer or a trusted colleague. It ensures that if a seizure happens, people know how to respond (for example, basic first aid like gently rolling you on your side, protecting your head, and not putting anything in your mouth​). Having a plan in place can reduce panic and guide your coworkers to help you safely.
• Identify and manage triggers: Think about any seizure triggers that might occur at work and take steps to manage them. Common triggers include stress, lack of sleep, flashing lights, or skipping meals. Build habits around these – for instance, prioritize a good night’s sleep before work, take short breaks to manage stress, and keep a regular meal schedule. If you have photosensitive epilepsy (which is relatively rare, about 5% of people with epilepsy​), you might request adjustments like reducing flickering lights or using an LCD monitor (modern screens are less likely to trigger seizures​). Small changes can go a long way in preventing seizures on the job.
• Leverage technology and reminders: Make use of tools that can support you. Set reminders on your phone for medication times so you never miss a dose, even on a busy workday. There are apps that can alert a family member or friend if you don’t check in by a certain time, which could be useful if you have a seizure living or working alone. Some people with epilepsy wear medical alert bracelets or smartwatches that can detect seizures – this can inform others to check on you. These technologies add a layer of safety and peace of mind while you work.
• Communicate with your employer (if comfortable): Open communication can lead to simple solutions. For example, if you sometimes feel warning signs (auras) before a seizure, let your manager know what to do if you signal that you need to take a break. Or if your anti-seizure medication makes you drowsy in the early morning, discuss adjusting your work hours slightly (perhaps starting a bit later) so you can be fully alert. Most employers are willing to work with you on minor scheduling tweaks or task adjustments – but they can only help if they know what you need. Don’t be afraid to discuss accommodations that would help you perform your best.
• Use available support services: Australia has resources to support workers with health conditions. JobAccess is a government-funded service that provides advice on workplace accommodations and even financial assistance for adjustments (for example, funding for specialised equipment)​. You can also reach out to epilepsy organisations (like Epilepsy Action Australia or the Epilepsy Foundation) for workplace counseling or training sessions. They can educate your team about epilepsy and seizure first aid – which can foster a more supportive environment. Knowing these supports exist can boost your confidence in handling any issues that arise.
• Plan for recovery time: If you do experience a severe seizure at work, have a plan for what comes next. Perhaps arrange with a family member or friend to be on call to pick you up, or use a rideshare service, as you shouldn’t drive afterward. It’s okay to take the rest of the day off to recover; that’s what sick leave is for. You might keep a change of clothes or any necessary items at work in case of an incident. Having a plan for post-seizure recovery (including how to get home safely and how to obtain a doctor’s certificate online for your sick leave if needed) will make the situation much less stressful should it occur.

By proactively managing triggers, communicating your needs, and taking advantage of support systems, you can greatly reduce the impact of epilepsy on your work. Next, let’s talk about a big question many people have: whether or not to tell your employer about your condition.

Should You Tell Your Employer About Your Epilepsy?

Deciding whether to disclose your epilepsy to your employer is a personal choice – and it can be a tough one. On one hand, being open can lead to understanding and workplace adjustments that keep you safe. On the other hand, you might worry about discrimination or being treated differently. Here’s what you need to know to make an informed decision:

Know the law: In Australia, you are under no legal obligation to tell an employer about your epilepsy unless it affects your ability to meet the inherent requirements of your job​. In plain terms, this means if your epilepsy does not impact your capacity to do the essential parts of the job safely, you generally have the right to keep it private. An employer isn’t allowed to ask you invasive health questions unrelated to the job during an interview. Moreover, it’s unlawful for employers to discriminate against you because of a medical condition like epilepsy – we have strong anti-discrimination laws. So, you should not be refused a job or treated unfairly just for having epilepsy, as long as you can perform the role with reasonable adjustments.

Weighing the pros and cons: Even though you don’t have to disclose, there may be practical reasons to consider telling your boss or HR about your condition. Ask yourself:

• Will I need any adjustments at work because of my epilepsy? (For example, time off for neurologist appointments, or not doing a particular hazardous task.)
• Would my coworkers need to know what to do if I have a seizure? (If there’s a chance of a seizure on the job, having at least a couple of colleagues aware means you’ll get help faster and avoid panic.)
• Is there any risk of injury to myself or others if I have a seizure at work? (For instance, if you operate machinery, drive, or work with vulnerable people, seizures could pose safety issues that others should be prepared for.)
• Does my epilepsy impact workplace health and safety in any other way? (For example, could a seizure alarm or evacuate others, or do you need to avoid certain environments?)

If you answered “yes” to any of the above, disclosing your epilepsy is often wise​. In fact, many people find that once they tell their employer and coworkers, it’s a relief – the uncertainty is gone, and they can openly discuss and plan for safety. Sometimes, unexpected positives come from disclosure: colleagues might share that they know someone with epilepsy or be eager to learn how to help. You could even inspire a more inclusive workplace culture.

Tips for disclosing: If you decide to tell your employer, plan it out for the best outcome. You might request a one-on-one meeting with your direct manager or HR representative. Come prepared with some basic information about epilepsy and your specific needs. You don’t have to overshare personal medical details; focus on how it relates to your work. For example, you could say: “I have a medical condition, epilepsy, which causes me to have seizures occasionally. It’s well-managed with medication, but I want to let you know in case I ever have a seizure at work. Here’s what that might look like and what can help…” This way, you frame the discussion around safety and solutions. You can even bring printed guidelines or an epilepsy fact sheet for your employer. Emphasize that you’re fully capable of doing the job, but there are just a few precautions to be aware of – this reassures them that you’re on top of managing your health.

Your privacy rights: If you disclose your epilepsy, Australian law requires your employer to keep that information confidential and not share it without your consent​. Usually, they might ask if they can inform certain people (like first aid officers or your immediate team) for your safety, and you can agree on who knows. It’s completely reasonable to ask that wider coworkers not be told if you prefer privacy. Also, any written medical information you provide (like a doctor’s report) should be stored securely and privately.

What if you don’t disclose? That’s okay too. If your seizures are infrequent or well-controlled and pose no risk at work, you might choose not to mention it – at least initially. Many people wait until they’ve been hired or have started a job to prove themselves on the job first. Keep in mind, if a seizure does happen unexpectedly and nobody knows what’s going on, it could be confusing or frightening for those around you. You might then decide to explain after the fact. Not disclosing means you’ll have to handle safety preparations more on your own. For example, you might personally train a close colleague on what to do, even if you haven’t formally told HR. Consider telling at least one trusted work friend or first aid officer about your epilepsy, so you’re not completely alone in an emergency.

In summary, whether to disclose is a personal decision. You have the right to keep it private if you’re safely doing your job, but openness can bring support and understanding. Think about your work environment, the people, and your comfort level. Whatever you choose, make sure you get the support you need – which could mean involving medical professionals or employment support services for advice. And remember, you cannot be fired or treated unfairly just for having epilepsy – that’s against the law​. Next, we’ll discuss how to ensure a safe work environment and what adjustments can help when you have a seizure condition.

Workplace Safety and Adjustments for Epilepsy

A safe workplace is important for everyone, and especially if you have a seizure condition. Both you and your employer share responsibility for ensuring your work environment is seizure-safe. The good news is that with some reasonable adjustments and planning, most workplaces can be made safe for an employee with epilepsy. Here are key considerations for workplace safety:

Perform a safety audit of your job tasks: Take a look at your daily duties through the lens of “What if I had a seizure doing this?” Identify any tasks that could be dangerous during a seizure and think of ways to modify them. For example, if you work at heights (on ladders, roofs, or raised platforms), it would be safer to swap those tasks with a colleague or use safety harnesses and have supervision. If you work with heavy machinery, maybe you can focus on operating them only at times when others are around or have an off switch that others can hit in an emergency. For roles involving driving or operating vehicles, you must meet strict medical fitness criteria to drive in Australia​ – meaning you likely need a period of being seizure-free and medical clearance. Until then, it’s sensible (and legally required) to refrain from those duties. Identifying hazards and proactively adjusting duties is key. Many employers will be flexible in reallocating certain tasks once they understand the safety reasoning.

Ask for reasonable adjustments: Under Australian law, employers are expected to make “reasonable adjustments” to accommodate an employee’s disability or medical condition, as long as it doesn’t impose unjustifiable hardship on the business​. In practical terms, reasonable adjustments for epilepsy might include:

• Changing your work hours (for instance, if seizures tend to happen at a certain time of day or if medication side effects are stronger in the mornings, a later start time could help).
• Providing a safe resting area or medical room where you can go if you feel a seizure coming or to recover after one.
• Adjusting your role slightly – perhaps removing a duty that is high-risk for you and replacing it with another task. (For example, if part of a warehouse job involves climbing ladders to stock high shelves, you could trade that off and do more forklift driving or paperwork if those are safer for you, assuming you’re cleared to drive vehicles).
• Allowing work from home days or remote work options if commuting is an issue due to driving restrictions, or if you need to avoid a particular workplace trigger occasionally.
• Providing special equipment if needed. In rare cases of photosensitivity, something as simple as glare guards for screens or protective glasses might be an adjustment. If you have frequent drop seizures, padding on sharp edges of furniture in your work area could be considered. These are typically low-cost tweaks that can prevent injury.

It’s important to note that most adjustments are minor and inexpensive, but they make a big difference in safety. Don’t hesitate to discuss these with your employer – employers have a duty of care under Workplace Health and Safety (WHS) laws to provide a safe environment​. They should be motivated to work with you to ensure safety for everyone.

Prepare your coworkers: A truly safe workplace for someone with epilepsy is one where colleagues know how to respond calmly and helpfully to a seizure. You might conduct a short info session or share a one-page instruction on seizure first aid with your team (with your employer’s support). Key points for seizure first aid include keeping the person safe from injury, rolling them on their side after convulsions, timing the seizure, and calling an ambulance if the seizure lasts too long (generally over 5 minutes) or if there are injuries. Make sure they know not to put anything in the person’s mouth during a seizure​ – a common myth is that someone could swallow their tongue (they can’t). By educating your colleagues, you reduce fear and confusion. It also takes a weight off your shoulders, because you know if an episode happens, the people around you are prepared and you’re in caring hands.

Ensure confidentiality and respect: Safety measures can be implemented without singling you out or making you feel awkward. For example, if you carry a phone with a seizure alert app, there’s no impact on others. If you need to wear a safety helmet in a certain area as a precaution, frame it as standard safety gear (many sites require hardhats anyway). The idea is to integrate safety so naturally that it doesn’t make you feel different. A supportive workplace culture goes a long way here – it helps when managers reinforce that adjustments are no big deal, just part of normal diversity and safety practice.

Emergency procedures: Discuss and agree on what the protocol will be if you do have a seizure at work. Does someone call the onsite first aider? In what circumstances should an ambulance be called? Who will stay with you? Having this clear in advance will ensure things go smoothly. For instance, maybe the plan is: if you have a convulsive seizure, a colleague will time it and only call an ambulance if it goes beyond 5 minutes or you’re injured (since many seizures stop on their own). They’ll notify a manager and help you to a safe area to recover afterward. These details can be part of your documented plan or simply an informal understanding. It’s reassuring for everyone to know there is a plan.

By taking these steps, you and your employer can minimise risks and create a seizure-safe workplace. Most adjustments are simple – and remember, you have a right to a safe work environment just like any other employee​. Up next, we’ll outline your legal rights as an employee with epilepsy in Australia, so you fully understand the protections and support the law provides.

Your Legal Rights at Work with Epilepsy (Australia)

Living with epilepsy, you are protected by the same laws that protect any Australian with a disability or health condition. Knowing your rights can give you peace of mind and help you advocate for yourself if needed. Here are the key legal points to be aware of:

Protection from discrimination: Epilepsy is considered a disability under Australian anti-discrimination laws. The Disability Discrimination Act 1992 (DDA) makes it unlawful for an employer to treat you less favorably than others because of your epilepsy. This covers all stages of employment – hiring, promotions, training opportunities, and termination. For example, an employer cannot refuse to hire you simply due to your seizure condition (that would be discriminatory, assuming you can perform the job)​. They also can’t fire you or demote you just because you had a seizure or disclosed your epilepsy. In practice, if you ever suspect you lost a job opportunity or were treated unfairly at work because of your epilepsy, you have the right to file a complaint with bodies like the Australian Human Rights Commission or your state’s anti-discrimination tribunal. The law is firmly on your side here.

Reasonable adjustments: As mentioned earlier, employers are required to make reasonable adjustments for employees with disabilities. This is also reinforced by discrimination law – failing to accommodate you when it’s reasonable to do so could count as indirect discrimination. Reasonable adjustments might include altering your work hours, providing leave for treatment, or modifying equipment. They only have an out if the adjustment causes “unjustifiable hardship” to the business (for example, if something is extremely costly or impossible to implement). In most cases, especially for epilepsy, accommodations are minor (like schedule tweaks or ensuring a safe buddy system) and would not be considered an unjustifiable hardship. So, you have the right to ask for adjustments that help you safely perform your role​. Many employers can also get government support or advice (like through JobAccess) on implementing accommodations, so they have no reason not to try.

Workplace health and safety laws: Employers must also abide by workplace health and safety (WHS) legislation, which means they have to provide a safe workplace for all employees. This can sometimes create a tricky balance: in rare cases, if your epilepsy poses a serious safety risk that cannot be mitigated, an employer might have grounds to adjust your duties or, in extreme situations, even consider whether you can perform the role. For instance, if someone has very frequent uncontrolled seizures and their job involves critical safety tasks (like an air-traffic controller or operating a crane), the employer will prioritize safety under WHS laws​. However, they should always seek alternatives like reassigning you to a safer role or adjusting work practices before any drastic action. It’s extremely rare for epilepsy to completely bar someone from working – usually there is a suitable job arrangement that can be found. The WHS aspect is more about open communication: you should inform your employer of any changes in your condition that could affect safety, so they can fulfill their duty of care. In most typical workplaces (office jobs, retail, etc.), this isn’t a big issue, and simple planning suffices.

Confidentiality of medical information: As noted, if you share medical information, employers must keep it confidential. They cannot disclose your condition to others without permission​. This right is part of privacy principles and sometimes embedded in workplace policies. You can feel secure that your medical details won’t become gossip – if they did, it would be a breach of trust and possibly policy.

Entitlements to leave: With epilepsy, you have the same leave entitlements as any other employee. If you’re a full-time or part-time worker, you’ll have paid personal leave (sick leave) accrued. You can absolutely use this leave for epilepsy-related needs – whether it’s taking a day off after a seizure, or going to a specialist appointment. Employers cannot deny you use of your sick leave for a legitimate medical reason. They can, however, ask for evidence (like a medical certificate) for sick days, especially if you take more than a couple of days off in a row, or if it’s company policy even for one day. We’ll discuss how to get a doctor’s certificate online easily in the next section. Also, under the Fair Work Act, if you do need a longer time off due to illness, there are protections. Specifically, an employer cannot fire you for being absent due to a temporary illness or injury (which includes epilepsy) if the absence is less than 3 months and you’ve provided appropriate evidence like medical certificates​. This means if, say, you needed a few weeks off to adjust your treatment or recover from a surgery related to your epilepsy, as long as you follow the sick leave notice rules, your job is legally protected during that time.

Right to request flexible work: Australian law also allows certain employees to request flexible working arrangements. While this is commonly known for parents of young children or carers, it also applies if you have a long-term medical condition or disability. After 12 months of employment, you can make a formal request for flexibility (like work-from-home days, or changed hours) to accommodate your health. The employer must consider it and can only refuse on reasonable business grounds. So, if a bit of flexibility would help you manage your epilepsy (perhaps working from home the day after a severe seizure, or adjusting shift lengths), know that you have a framework to request that.

In summary, your rights as an employee with epilepsy are robust. You have the right to fair and equal treatment, to necessary accommodations, and to a safe work environment. If any employer ever implies you can’t or shouldn’t work because of your epilepsy, remember that many people with epilepsy work across all industries – and the law is on your side to ensure you get a fair go. Don’t hesitate to seek advice (from a union, legal service, or the Fair Work Ombudsman) if you feel your rights are being compromised. Armed with this knowledge, let’s move on to a very practical aspect of managing work with epilepsy: taking leave when you need to, and using online medical certificates to make the process easier.

Sick Leave and Online Medical Certificates

Despite your best efforts at managing epilepsy, there may be times when you need to take a sick day or two – and that’s okay! Perhaps you had a seizure that wiped you out and you need to rest, or maybe you’ve got a medication adjustment that’s giving you side effects. Using your personal leave is your right, and taking care of your health will ultimately make you a better employee in the long run. Here’s how to handle sick leave and medical certificates when you have a seizure condition:

Listen to your body: First and foremost, if you feel you need time off after a seizure, take it. Some people bounce back quickly, while others may feel sluggish or sore (for example, if you bit your tongue or pulled a muscle). Don’t push yourself to go to work if you’re not up to it. It’s safer for you and potentially others to recover fully. Most employers appreciate honesty – you can simply say you had a medical incident and need a day to recuperate.

Notifying your employer: Follow your workplace’s normal procedure for calling in sick. Usually, this means informing your manager as early as possible (in the morning or the night before if you know). You don’t have to give a detailed explanation; something like “I had a medical issue last night and won’t be able to come in today” can suffice. If you’ve disclosed your epilepsy previously, you might mention it was a seizure, so they understand. If you haven’t disclosed, you can keep it general – it’s up to you. Australian workplaces by law can request evidence for sick leave, which is where a doctor’s certificate comes in.

Getting a medical certificate: Employers often require a medical certificate (doctor’s note) if you take more than one day of sick leave, or even for a single day in some companies. This is standard practice to make sure sick leave is used legitimately. After a seizure, the thought of dragging yourself to a clinic just to get a certificate can be daunting – especially if you’re not feeling well or you’re temporarily not allowed to drive. Thankfully, these days you can get a medical certificate online without leaving home. Telehealth services in Australia enables you to consult a registered doctor via phone or video call and get an online medical certificate emailed to you quickly​. This means you can rest at home and still obtain a valid doctor’s certificate online as evidence for your employer.

Using a telehealth service for a medical certificate is straightforward. Typically, you book an appointment (often you can get one on the same day, sometimes within minutes). During the consultation, explain what happened – e.g. “I have epilepsy and had a seizure, and I need a medical certificate for work.” The doctor will ask a few questions and, if appropriate, issue a certificate stating you are unfit for work for a certain period (say, today or two days, depending on recovery). The certificate will include the date and the doctor’s details and signature, just like a normal one​. You can then forward this online doctor’s certificate to your employer’s HR or manager as required.

Legality and acceptance: You might wonder, will my boss accept an online medical certificate? The answer is yes – as long as it’s from a registered Australian practitioner. Telehealth certificates have the same legal standing as one you’d get from visiting a GP in person​. The Fair Work Ombudsman recognizes medical certificates (and even statutory declarations) as valid forms of evidence for sick leave​. Employers generally care that the certificate is genuine and covers the dates in question, not whether you saw the doctor face-to-face or via video. Nowadays, especially after the COVID-19 pandemic, telehealth has become commonplace and many people use it for all sorts of consultations. Just ensure the provider you use is legitimate. NextClinic, for example, uses AHPRA-registered doctors and provides certificates that are widely accepted. (It’s always a good idea to check your company’s policy; but it’s rare for an employer to reject a properly issued medical certificate from a telehealth service.)

Quick tip: If you’re getting a certificate, ask the doctor to note the appropriate rest period. Some people with epilepsy may need 24-48 hours off work after a major seizure to fully recover (and also to comply with safety, like not driving for 24 hours). Make sure the certificate covers the days you truly need – it’s better to take an extra day to be safe than to rush back and underperform or risk another episode. The doctor can also mention any limitations (e.g. “Patient should refrain from driving for 24 hours”). Such details can help your employer understand if you request temporary adjustments (like working from home the next day if feasible).

Staying transparent (as much as you’re comfortable): If you have not told your employer about your epilepsy, you might feel unsure what to say on your sick leave note. You have a right to privacy – a medical certificate typically does not state the exact condition, just that you were unfit for work for medical reasons. Doctors usually won’t specify “due to epilepsy” unless you ask them to or it’s relevant. So, you can maintain privacy; your employer just sees that you had a valid medical absence. Over time, if you have frequent absences, you might consider disclosing the epilepsy to avoid any misunderstandings. But one-off sick days here and there for seizures shouldn’t be a big issue if handled with proper communication and documentation.

Recurring or extended leave: If epilepsy causes you to need extended time off (for example, a period of breakthrough seizures that require hospital visits or changing medications), make sure to keep your employer in the loop and provide medical certificates covering the duration. As noted, your job is generally protected during temporary illness absences under 3 months with documentation​. If you exhaust your paid sick leave, you might go on unpaid leave, but your employer shouldn’t terminate you just for needing time off to get your condition back under control. It’s wise in such cases to get clear medical letters from your neurologist about when you might be fit to return, etc., and work out a return-to-work plan. Many employers have HR policies to support employees through health issues.

Telehealth for ongoing support: Beyond just sick notes, remember that telehealth can also help you manage appointments with your specialists or get prescription refills without always taking time off to travel. It can save you a half-day absence here and there. Embracing these modern healthcare conveniences can minimize the disruption to your work life.

In summary, don’t hesitate to use your sick leave when you need to for your epilepsy. Keep things professional by informing your boss and obtaining a medical certificate – and using an online medical certificate via telehealth makes this process quick and painless. This way, you can focus on resting and recovering, while having the proper documentation in hand to satisfy workplace requirements. Your health comes first, and employers understand that.

By being proactive and using the strategies and resources discussed – from disclosing on your own terms, ensuring safety at work, knowing your legal protections, to conveniently getting a doctor's certificate online when needed – you can successfully manage a job while living with epilepsy. With the right support and planning, epilepsy and work can absolutely go hand in hand. Many Australians with epilepsy are thriving in their careers. You’ve got this!

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