On a job application.

(If the employer is covered by the ADA or Rehabilitation Act the request for information is voluntary. If covered by a state law, such questions may be legal.)

• Honesty/peace of mind.

• Might disqualify you with no opportunity to present yourself and your qualifications.
• Potential for discrimination.

• Do you know what legal protections are in place regarding information requested on a job application?
• Need to do some basic research before applying for some jobs.
• Early disclosure may avoid problems once you are hired.

During an interview.

• Opportunity to respond briefly and positively in person to specific issues.
• Can raise issue of accommodations you need or the fact that your epilepsy won't interfere with your job.

• Puts responsibility on you to handle epilepsy issues clearly.
• Too much talk on the issue may indicate possible problem.
• Not being evaluated on your abilities.

• How comfortable are you with discussing your epilepsy?
• These are very difficult questions but ones that you can prepare to answer.

After the interview.

(When a job is offered but before you begin work.)

• If the disclosure changes the hiring decision and you are sure of your ability, then you may take legal action for discrimination.

• Might lead to distrust.

• Need to evaluate your seizure condition in light of your job duties.
• Need to explain how epilepsy will not interfere with ability to perform job.

After you start work.

• Opportunity to prove yourself on job before disclosure.
• Allows you to respond to epilepsy questions with peers at work.
• If disclosure affects employment status and the condition doesn't affect ability to perform job or job safety, you may be protected by law.

• Nervousness or fear of having a seizure on the job.
• Possible employer accusation of falsifying your application.
• Could change interaction with peers.

• The longer you put off disclosing the harder it becomes.
• It may be difficult to identify whom to tell.

After a seizure on the job.

• Opportunity to prove yourself on the job before disclosure.
• If disclosure affects employment status and the condition doesn't affect ability to perform job or job safety, you may be protected by law.

• Possible employer accusation for falsifying your application.
• Possibility that your co-workers will not know how to react to your seizure.

• You should be prepared to answer questions from your employer and co-workers about epilepsy and why you didn't tell them.

Never.

• Employer can't respond to your epilepsy unless you have a seizure.

• Nervousness or fear of having a seizure on the job.

• If you haven't had a seizure for a long time (like over 1 to 2 years) the issue of disclosure becomes less critical.