Insight and recommendations for supporting nurses with seizure disorders
- Nurses with seizure disorders, including epilepsy, may face stigma and misconceptions that impact their clinical practice.
- Nurses may hesitate to disclose their condition due to fears of discrimination and job insecurity.
- Support, inclusive organizational policies, and open communication can help nurses with epilepsy to thrive in their roles.
ACCORDING TO THE Centers for Disease Control and Prevention, epilepsy affects approximately 2.9 million adults in the United States, including nurses. Public health efforts have improved awareness and treatment of epilepsy, but stigma surrounding the condition persists, particularly in clinical environments that value safety and reliability. For nurses with epilepsy, the primary challenge isn’t only seizure management. It also involves navigating workplace perceptions, legal protections, and institutional policies.
The Epilepsy Foundation reports that federal protections exist to prevent discrimination, yet many nurses with epilepsy remain hesitant to disclose their condition due to fear of negative consequences. Epilepsy may be misperceived as incompatible with safe and dependable clinical practice, resulting in limited advancement opportunities, unsuitable role changes, or strained professional relationships. Samuels and Pretorius highlight that stigma and misconceptions about seizure disorders persist among healthcare providers, even when clinicians are otherwise qualified. Their findings reinforce the need for more education as well as the establishment and enforcement of clear organizational policies in healthcare settings.
Challenges and opportunities
Many nurses hesitate to disclose their epilepsy diagnosis or request accommodations due to fears of discrimination, job insecurity, or stalled advancement—concerns described in American Nurses Association (ANA) guidance regarding nurses with disabilities and echoed in reports from the National Council on Disability. Both sources note that stigma and workplace exclusion remain common barriers for healthcare professionals managing chronic conditions.
Professional nursing organizations, including the ANA, stress the need for inclusive policies that support fair employment and retention of nurses with chronic health conditions. The Epilepsy Foundation notes that seizure disorders are sometimes associated with unwarranted concerns about clinical reliability.
The foundation further notes that hospital administrators’ concerns about safety can lead to limiting nurses with epilepsy from clinical environments such as EDs or ICUs. It advises that such decisions should rely on individualized assessments rather than assumptions, and that nurses with seizure disorders can practice effectively when supported with appropriate medical therapy, awareness of triggers, and reasonable workplace accommodations.
Opportunities remain for nurses with epilepsy to thrive in clinical roles, particularly when they have access to effective self-management strategies, open communication with supervisors, and supportive institutional policies. For example, a nurse who knows that missed sleep increases seizure risk may work with a supervisor to limit overnight shifts. Another might feel comfortable discussing early warning symptoms with a charge nurse to secure arrangement of coverage if needed. Supportive policies such as clear accommodation procedures can help ensure these conversations happen without fear of retaliation. The ANA notes that many nurses who successfully navigate these challenges demonstrate resilience, adaptability, and empathy—traits that strengthen their practice.
According to the National Council on Disability and the ANA, leadership engagement, peer education, and antidiscrimination policies can provide a foundation for dismantling stigma and supporting nurses with epilepsy so they can contribute fully to the profession.
Legal and ethical considerations
The Americans with Disabilities Act (ADA) protects individuals with epilepsy from workplace discrimination and guarantees the right to reasonable accommodations. For nurses, these accommodations may include adjusted schedules, modified job responsibilities, or access to designated rest areas. The Equal Employment Opportunity Commission (EEOC) requires employers to assess whether an individual with epilepsy can perform essential job functions safely with or without accommodations—decisions that organizations must make based on objective information, not assumptions about disability.
Despite these legal protections, the Epilepsy Foundation and the National Council on Disability observe that nurses with epilepsy frequently encounter unclear organizational policies or inconsistent application of the law. Some are reassigned without explanation, excluded from specific clinical units, or discouraged from pursuing leadership roles. Such actions not only undermine trust but may constitute unlawful discrimination. Advocacy groups, including the Epilepsy Foundation, have documented legal cases involving healthcare workers with seizure disorders who faced unfair treatment stemming from outdated or overly cautious risk assessments.
Beyond legal obligations, nurse leaders also carry an ethical responsibility to promote fairness, autonomy, and justice within the work environment. Ethical frameworks emphasize individualized assessments, transparency in decision-making, and respect for each nurse’s capacity to contribute meaningfully. When nurse managers don’t uphold these standards they risk marginalizing qualified clinicians and reinforcing stigma.
Healthcare organizations must integrate both legal compliance and ethical best practices into their accommodation policies. This includes involving occupational health professionals, respecting confidentiality, and fostering a culture in which nurses feel empowered to disclose medical conditions without fear of judgment or retaliation.
Workplace accommodations
Workplace accommodations support nurses with epilepsy and ensure everyone’s safety. The ADA mandates that employers provide reasonable accommodations to qualified individuals with disabilities, as long as these adjustments don’t impose undue hardship. According to the Epilepsy Foundation, reasonable accommodations for nurses can take many forms, such as offering fixed or flexible schedules, limiting night shift assignments, modifying duties, or providing rest breaks in quiet spaces. (See Educational resources.)
Educational resources
Consider the following disability rights and workplace accommodations educational resources:
Epilepsy Foundation—Employer Accommodations for Epilepsy (epilepsy.com/lifestyle/employment/accommodation)
Equal Employment Opportunity Commission—Epilepsy in the Workplace and the ADA (eeoc.gov/laws/guidance/epilepsy-workplace-and-ada)
Job Accommodation Network—A to Z by disability: Employees with epilepsy/seizure disorder (askjan.org/publications/DisabilityDownloads.cfm?pubid=237364)
Organizations that assess individual needs rather than applying restrictive blanket policies will more likely retain skilled clinicians and reduce turnover. Accommodations tailored to seizure type, frequency, and known triggers can lower the risk of on-the-job seizures and support long-term success in clinical roles.
Creating a workplace culture that supports accommodation requests begins with leadership. Nurse managers, human resources professionals, and clinical directors must receive education on disability rights and foster open communication with affected staff.
Technology also can support safety and independence. The Epilepsy Foundation describes seizure detection devices and wearable monitors, which can allow timely assistance if a seizure occurs. In workplace settings, safety planning also can include agreed-upon communication protocols so coworkers know how to respond if symptoms develop. Proper integration of such tools and planning approaches can reduce risk, reassure supervisors, and preserve the nurse’s autonomy.
When accommodations are seen not as liabilities but as tools for success, nurses with epilepsy can thrive while delivering safe, effective care across various specialties. For example, a wearable seizure detection device can help ensure faster assistance without restricting clinical responsibilities, and a collaborative safety plan can reassure managers that clear response steps are in place if symptoms occur.
Best practices
Real-world cases demonstrate the impact of workplace accommodations and legal protections for nurses with epilepsy. In EEOC v. LHC Group, Inc., the EEOC sued on behalf of a nurse reassigned and later terminated after experiencing an on-the-job seizure. The EEOC argued that the employer failed to offer reasonable accommodations and made assumptions rather than conducting an individualized assessment. The case underscored healthcare employers’ legal duty to appropriately support nurses with seizure disorders.
Building on lessons from such legal cases, recent case studies highlight how proactive leadership and tailored accommodations can help nurses with epilepsy thrive in demanding clinical settings. In practice, schedule adjustments coordinated between a nurse’s manager and workplace health resources may allow continued practice while minimizing known seizure triggers. Structured collaboration between supervisors and employees managing episodic conditions also can support retention and reduce perceived safety concerns.
Following Epilepsy Foundation recommendations, some healthcare organizations have implemented formal policies to address seizure safety, disclosure protocols, and accommodation procedures for licensed professionals. ANA guidance emphasizes increasing the visibility of nurses with disabilities through education and inclusion efforts, which can support broader organizational awareness and culture change. When healthcare organizations document and share successful accommodation practices, they not only support individual clinicians but also help establish more inclusive standards across the profession.
These examples suggest that nurses with epilepsy can maintain a safe, effective practice and serve as catalysts for broader change within healthcare systems.
Implications for nursing practice
Creating inclusive environments for nurses with epilepsy requires intentional, practice-level action. The ANA supports nurse managers and clinical leaders moving beyond basic compliance and actively fostering a culture in which seizure disorders are acknowledged, understood, and accommodated without bias. Guidance from the Epilepsy Foundation further underscores the importance of transparent policies, consistent communication, and individualized planning conducted in partnership with occupational health and the affected clinician.
Although the literature highlights stigma and policy barriers, research remains limited regarding the effect of disclosure, institutional culture, and leadership attitudes on retention and advancement among nurses with epilepsy. Future studies should explore the long-term outcomes of accommodations, the relationship between workplace inclusivity and nurse satisfaction, and how neurological diversity intersects with broader diversity, equity, and inclusion efforts. This data would allow nurse leaders to create targeted interventions rather than relying solely on anecdotal experiences.
From an organizational standpoint, retaining nurses with chronic episodic conditions is both ethically sound and operationally beneficial. Many nurses living with epilepsy bring heightened empathy, adaptability, and problem-solving skills shaped by their personal and professional experiences. Supporting their success reflects a broader commitment to equity, psychological safety, and workforce sustainability—principles emphasized by the National Council on Disability. (See Key takeaways)
Key takeaways
As the profession continues to prioritize diversity, equity, and inclusion, neurological conditions such as epilepsy must be included in these conversations. Healthcare organizations must take deliberate steps not only to support safe clinical practice, but also to promote career development and retention of nurses managing chronic neurological conditions. Continued dialogue, research collaboration, and policy development will prove essential to ensure that inclusion for nurses with epilepsy moves from awareness to measurable, systemic change. The emotional weight of hiding a seizure disorder can wear down a nurse’s confidence and sense of belonging. Real inclusion recognizes that impact, and it requires more than just fixing policies. Organizations also must support the person behind the role. In collaboration with their managers and organization leadership, nurses with epilepsy can create a plan that ensures inclusion, support, and safety that includes these takeaways:
- Know the process—How is workplace accommodation requested (human resources, manager, occupational health, employee health pathways)?
- Document functional needs (not the diagnosis)—Focus on the support needed to perform essential job functions safely.
- Develop a brief response plan—Identify early warning signs (if applicable) and outline what to do during a seizure event.
- Use accommodations proactively—Include shift adjustments, rest breaks, temporary task modification during medication titration, and scheduling consistency.
- Protect confidentiality—Health information should be handled through appropriate confidential channels, not discussed casually or documented inappropriately.
- Normalize inclusion—Leaders can model psychological safety by treating accommodations as tools that support retention and safe practice.
Make a commitment
Nurses with epilepsy bring value to the profession, yet many face stigma, safety concerns, and institutional barriers. Although legal protections exist, fear of discrimination or job loss continues to deter some from disclosing their diagnosis or seeking accommodations. When healthcare systems commit to fairness, transparency, and inclusion, nurses with epilepsy can thrive and continue delivering safe, high-quality care.
Jonnie Turlington is an elementary school nurse in Dallas, Texas.
American Nurse Journal. 2026; 21(4). Doi: 10.51256/ANJ042648
References
American Nurses Association. Nurses with disabilities: Transforming health care for all. July 11, 2023. nursingworld.org/content-hub/resources/workplace/nurses-with-disabilities
Centers for Disease Control and Prevention. Epilepsy facts and stats. May 15, 2024. cdc.gov/epilepsy/data-research/facts-stats/
Epilepsy Foundation. Employment help with epilepsy. epilepsy.com/lifestyle/employment
Epilepsy Foundation. Medical personnel and epilepsy. epilepsy.com/lifestyle/employment/medical-personnel
Equal Employment Opportunity Commission v LHC Group, Incorporated, 773 F3d 688 (5th Cir 2014). law.justia.com/cases/federal/appellate-courts/ca5/13-60703/13-60703-2014-12-11.html
National Council on Disability. Council meeting: July 12–13, 2023. Minutes. ncd.gov/meeting/2023-07-12-july-12-13-2023-council-meeting/
Samuels T, Pretorius C. Healthcare providers’ perspectives on stigma when working with people with functional seizures. Seizure. 2023;112:121-127. doi:10.1016/j.seizure.2023.10.002
Key words: epilepsy, stigma, discrimination
