Seizure first aid in the workplace — what every employer and colleague should know

If you work alongside someone with epilepsy or a seizure condition, knowing what to do during a seizure is essential. Yet many workplaces lack clear protocols, leaving colleagues uncertain and anxious. This creates unnecessary stress for both the person with epilepsy and their colleagues. The good news is that seizure first aid is straightforward, and a few simple steps can make a dramatic difference.

What to do if a colleague has a tonic-clonic seizure

Tonic-clonic seizures (formerly called grand mal seizures) are the most visible type, and often the ones that alarm colleagues most. Here's what to do:

• Stay calm and reassure others. A seizure looks dramatic but is not a medical emergency in itself. Reassure the person's colleagues that they will be fine.
• Protect them from injury. Move dangerous objects away — sharp items, furniture corners, hot drinks. Never restrain the person or put anything in their mouth.
• Place them on their side if possible. Once the convulsive movements stop, turn them into the recovery position (on their side) to keep their airway clear.
• Give them time and space. After the seizure, they may be confused, tired, or emotional. Let them rest. Don't crowd them.
• Stay with them. Don't leave them alone until they're fully alert and oriented.

Call 999 only if the seizure lasts more than five minutes, or if the person has a second seizure soon after the first, or if they've had a head injury.

Employer responsibilities under the UK Equality Act 2010

Epilepsy is classified as a disability under the Equality Act 2010. This means employers have a legal duty to make reasonable adjustments to prevent people with seizure conditions from being at a substantial disadvantage. These adjustments vary by job role but might include:

• Flexible working hours to support consistent sleep schedules and stress management
• Adjustments to working environment (reduced flashing lights, access to quiet spaces)
• Permission to keep emergency medication at their desk or in a specified location
• Clear protocols for managing seizures at work
• Consideration of workplace hazards (heights, machinery, water)

An employer cannot legally exclude someone from work simply because they have epilepsy, unless the role genuinely cannot be done safely — and that assessment must be made individually and based on the person's specific circumstances, not assumptions about epilepsy in general.

Creating a seizure action plan for your workplace

A seizure action plan is a written document that clarifies what should happen if someone at work has a seizure. It's created in consultation with the employee with epilepsy and should include:

• The person's name and their known seizure types
• Warning signs specific to them (do they experience an aura?)
• Step-by-step first aid instructions
• Details of any emergency medication (such as buccal midazolam) and who can administer it
• The person's designated safe space to recover after a seizure
• When to call 999
• Who to notify (manager, occupational health, emergency contact)
• Any workplace hazards relevant to their role and how to manage them

This document should be shared with relevant colleagues and updated regularly — ideally annually, or whenever the person's seizure patterns or medication change.

Training your staff on seizure first aid

A plan is only useful if people know about it. Organisations like Epilepsy Action and the UK's National Seizure First Aid Training can deliver workplace training, or training materials can be downloaded and shared. Key points to cover are:

• What different seizure types look like
• When to call emergency services
• How to provide first aid safely
• The importance of treating the person with dignity and respect afterwards
• The legal and ethical importance of reasonable adjustments

Many people find that once they've seen someone have a seizure and realised that the person recovered well, their anxiety significantly decreases — so normalising the experience through training can be powerful.

Managing emergency medication at work

Some people with epilepsy carry emergency seizure medication (typically buccal midazolam, which is administered inside the cheek). Your workplace policy should clearly state that the person can keep this medication with them — in their pocket, bag, or a nearby locked drawer. Colleagues authorised to help administer it should know where it is and have it within reach if a seizure occurs.

Documenting seizures at work

If someone has a seizure at work, it's important to record it for several reasons. The employee will want to log it in their seizure diary (for their GP and neurologist), and the employer should also record it as an incident — partly for occupational health purposes, and partly to track whether workplace triggers are involved. Ask the person after they've recovered whether anything specific triggered the seizure, or whether it was unexpected. This information is valuable for their medical team.

The difference regular logging makes

For someone managing epilepsy at work, consistent seizure logging reveals patterns that might be specific to work triggers — stress around deadlines, exposure to flashing screens, sleep disruption from shift work, or hormonal patterns (particularly for women). When these patterns are backed by three or four months of logged data, conversations about workplace adjustments become specific and evidence-based rather than general.

Supporting a colleague with epilepsy doesn't require heroic measures. It requires clear communication, basic first aid knowledge, and a commitment to reasonable adjustments. The result is a safer, less anxious workplace for everyone — and a colleague with epilepsy who can perform at their best.