Medical conditions like epilepsy, strokes, diabetes, and cardiac issues can pose serious risks in safety-sensitive roles.
Rebekah Stephens
But exclusion isn’t the answer – risk management is.
The Health and Safety at Work Act requires business owners and leaders to protect workers “so far as reasonably practicable”, including when risks arise from fitness for work.
In addition, the Human Rights Act reminds us that workers must not be unfairly excluded due to disability.
Together, these duties require managing risk without eroding dignity, contribution or trust.
When a worker discloses a medical condition, the first step is communication.
Managers should engage directly, listen without judgment, and seek to understand how the condition affects the worker’s ability to do their jobs.
Workers must also play their part by following medical advice and reporting changes. Trust grows when both sides are transparent, and that trust makes it easier to find workable solutions.
Once open dialogue is established, a task-based risk assessment should follow.
The focus is on understanding which tasks could become unsafe during a medical event, the likelihood and severity of harm, and what controls are realistically practicable.
For example, jobs involving driving, working at heights, or operating dangerous machinery can be directly impacted by epileptic seizures.
But many people with epilepsy are successfully employed in jobs where they are happy and fulfilled.
Essential Tools for Managing Heart Health Condition. Photo: Marta Branco, pexels.com
Health professionals can provide clarity on triggers, medication effects and any restrictions.
This medical input can then help managers and workers develop a Seizure Management Plan. Reduced hours, temporary duty changes, buddy systems, or enforced rest breaks can also be part of the solution.
Importantly, these controls must be documented, not only to show compliance but also to demonstrate that decisions were carefully considered and fair.
For employers, if the worst happened tomorrow, what would you wish you had invested in?
If it’s updated manuals, training programmes, condition-specific management plans or clear emergency procedures, do these things now.
They show workers their employer has thought ahead, values their contribution, and is committed to safety for everyone.
When workers feel heard and supported, they are more likely to manage their condition responsibly.
When managers act with empathy and clarity, they meet their legal obligations and create a culture of confident, compassionate leadership.
Done well, this approach protects people, strengthens relationships, and models the kind of workplace culture that makes health and safety truly effective.
- Rebekah Stephens is Health and Safety Advisor, Employers and Manufacturers Association (EMA).
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Having a heart attack. Photo: Towfiqu Barbhuiya, pexels.com
