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How long has the employee worked there for?
Did the employer know the employee's health condition prior to them starting?
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Many thanks for your patience. As epilepsy is likely to amount to a disability under the Equality Act 2010, the employer should not just go ahead and dismiss without considering the wider picture and taking into consideration the condition and what can be done about it. Just because someone may have a seizure with a service user does not mean that they should be dismissed – you have to consider the potential implications of that, such as how vulnerable the service users are, where they may be if a seizure potentially occurs, what impact that may have on them (i.e. would they be a vulnerable person left alone in an unfamiliar place) and so on.
Before the employer considers dismissal they also have a duty to make reasonable adjustments to help the employee deal with this issue and that is a strict legal duty on them. Only if there is a clear risk of harm or danger and no reasonable adjustments have been possible should a dismissal be contemplated on grounds of capability, arguing that they are not capable of performing their job.
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