There is no universal "government rule" that mandates priority seating for non-certified patients,

2)passengers with medical conditions like epilepsy or TMJ can request a lower berth allocation through the Emergency Quota (EQ). This requires a formal request to the Divisional Railway Manager (DRM) or Chief Commercial Manager (CCM) office, supported by a specialized doctor’s letter emphasizing the seizure-related fall risk.

3)transport authorities often have the discretion to offer "priority seating" based on visible distress or medical necessity. However, this is usually voluntary for other passengers unless you possess a valid medical card. 

4)insurance companies are increasingly restricted from outright excluding epilepsy. While it is often treated as a "pre-existing condition" with a 2–4 year waiting period, you can now secure coverage for treatments related to the underlying neurological cause. 

5)Epilepsy is integrated into the Ayushman Bharat Health and Wellness Centres (HWCs). As of 2025, these centers are mandated to provide screening, management, and free or subsidized medication for epilepsy as a chronic neurological disorder.

5)the District Mental Health Programme (DMHP)provides outreach and counseling for those who cannot manage daily activities due to neurological tremors or seizures.

6)obtain a certificate

from a Government Medical Officer or Specialist stating: "The patient has a risk of sudden seizures and tremors; for safety, the patient requires [specific accommodation like lower berths or no night shifts] to prevent life-threatening injuries."

7) Register for an Ayushman Bharat Health Account (ABHA)to document your chronic illness history officially within the government digital health ecosystem.

Epilepsy is recognised as a disability in India under the Rights of Persons with Disabilities (RPwD) Act, 2016, so patients can claim disability‑linked benefits if they meet the prescribed criteria. The actual benefits depend on having a valid disability certificate (usually benchmark disability of at least 40%) and then using it to access schemes in your State and at the Central level

Persons with epilepsy are entitled to equality, non‑discrimination, reasonable accommodation at work and in education, and protection from harassment under the RPwD Act, 2016.Employers and educational institutions must make reasonable adjustments (flexible timings, exemption from night shifts, exam concessions, etc.) and cannot deny opportunity solely because of epilepsy, if the person is otherwise fit.

Public hospitals under State health services generally provide anti‑epileptic drugs and basic investigations either free or at subsidised rates, and some national cost‑effectiveness work assumes public financing of first‑line and even second‑line anti‑epileptic therapy in India

Indian Railways provides substantial fare concessions for persons with disability and, in many categories, for one escort; for many disabilities this can be about 75% in basic fares or 50% in monthly/quarterly season tickets for both the person and escort on suburban and non‑suburban routes. But you need to have certificate for the same to claim the benefits 

Epilepsy is a recognised medical condition even without a disability certificate..

Safety help in trains buses or metro can be requested with a doctor letter showing seizure or injury risk..

Law allows medical accommodation for safety under the right to life and health...

Government hospitals and health schemes cover epilepsy as a chronic illness...

Keep medical records and a doctor certificate to seek support from authorities...

There is no specific statutory rule under Indian Railways, Metro Rail laws, or Motor Vehicles legislation that automatically grants lower berths or priority seating to epilepsy patients who do not hold a disability certificate. However, safety-based accommodation on medical grounds is legally permissible and routinely exercised. Indian Railways Passenger Reservation Rules allow discretionary allotment of lower berths on the basis of medical recommendation. This is commonly extended to cardiac patients, post-surgery cases, neurological conditions, and seizure-risk patients when supported by a government hospital certificate indicating risk of fall or injury. This is treated as a medical safety accommodation, not as a disability right.
Metro rail corporations and state transport undertakings operate under public safety and duty-of-care obligations. While epilepsy is not explicitly listed, station controllers and on-duty staff are empowered to provide priority seating or assistance when a passenger produces a medical note indicating seizure risk or risk of fall. Legally, epilepsy-related seizure risk and TMJ-related injury risk can be considered for such safety accommodations when supported by a neurologist’s written opinion describing unpredictability of seizures, likelihood of injury in crowded or elevated environments, and recommendation for seated or lower-berth travel.
Even without PwD certification, multiple legal protections apply. Article 21 of the Constitution guarantees the right to life, which has been judicially interpreted to include the right to health, safety, and protection from foreseeable harm. Public authorities are obligated to avoid exposing individuals to known medical risks once informed. Labour and service law principles impose a duty on employers to provide reasonable medical accommodation when a condition creates safety concerns, regardless of disability certification. Epilepsy has been recognised in service jurisprudence as a medical condition warranting task modification, posting adjustments, or safety measures. The Mental Healthcare Act, 2017 recognises epilepsy as a neurological condition requiring continuity of care and protection from discrimination, independent of disability percentage. Consumer protection and public safety laws also impose a duty of care on transport authorities once medical risk is disclosed. Courts have consistently acknowledged that even controlled epilepsy carries residual risk and that denying preventive accommodation solely on the ground that seizures are “controlled” can be arbitrary.
With respect to welfare and health benefits, epilepsy patients are covered under public health frameworks even without disability certification. Ayushman Bharat (PM-JAY) covers epilepsy as a chronic neurological condition for diagnostics, hospitalisation, and treatment. Many states provide neurological disorder assistance, free or subsidised anti-epileptic medicines through government hospitals, chronic illness OPD schemes, and district-level mental health programmes that include epilepsy care. These benefits arise from public health policy, not disability law.
Regarding living support and future social security concerns, Indian law recognises that functional vulnerability may exist even without formal disability status. Where an epilepsy patient cannot safely live alone or manage certain daily activities due to seizure risk or tremors, District Social Welfare Departments can facilitate home-based care or support services under state schemes. State-run assisted living facilities and neurological care centres may accept epilepsy patients based on medical need. The Mental Healthcare Act provides for supported living arrangements where personal safety is compromised. In later life, guardianship or nominated representative mechanisms may be invoked if seizure risk escalates. In the absence of family caregivers, constitutional principles under Articles 21 and 41 impose a responsibility on the State to provide basic assistance. While implementation is uneven, the legal foundation for such protection exists.
From a practical standpoint, the most effective approach is to rely on medical risk documentation rather than disability claims. You should obtain a neurologist’s certificate, preferably from a government hospital, clearly stating the diagnosis of epilepsy, continuous medication, residual seizure risk, risk of fall or injury in crowded or elevated environments, and recommendation for seated or lower-berth travel. A functional risk note covering tremors, cooking risk, or need for supervision strengthens such requests. Carrying a laminated medical advisory card during travel, submitting written medical accommodation requests to authorities or employers, and maintaining treatment continuity records are all advisable. Authorities and courts respond far more constructively to risk-based medical framing than to categorical disability arguments.
The key legal takeaway is that epilepsy does not need to be certified as a disability to attract legal protection. Indian law recognises medical risk, safety accommodation, and preventive care independently of the RPwD Act. Your strongest protection flows from Article 21 and credible medical evidence. Denial of reasonable safety accommodation despite documented medical risk can be challenged as arbitrary and violative of the right to life and health.

medical terminology is used .a layman cannot understand the meaning .the language used should be clear that any lay man can understand that you are suffering from epilepsy 

Current Government provisions for rail travel primarily link priority seating/berth accommodations to age, pregnancy, and certified disabilities, not to arbitrary medical conditions alone.

These provisions are tied to disability certificates from government-recognized medical authorities (i.e., documented disability), not to a generic list of medical conditions.

There’s no explicit Indian Railways rule that automatically gives a medically unsafe-to-travel person a lower or middle berth just by medical recommendation alone.

For priority  seats in city/state buses, seating is for persons with disabilities, not generally surrender seats for other conditions. 

here isn’t a separate exhaustive central statute that sets medical case–based seating rules for metros, but priority seats in metros and other public transit are informal and courtesy-based to help elderly, pregnant, or those with health issues.priority seating norms globally are often social expectations rather than enforceable law.

Even without PwD certification, epilepsy patients are protected under Article 21 – Right to Life and Personal Liberty.

Right to life includes the right to health, safety, and dignity.

If a public authority knows or ought to know that a person faces seizure-related injury risk, it cannot act arbitrarily or deny reasonable preventive measures even without disability certification, if denial endangers life or safety.

Under Industrial Disputes Act the 

Courts recognise medical fitness and safety risk, even when disability is not certified and insisted that Employers have a duty of care for reasonable workplace adjustments may be required where the risk of harm is foreseeable and the adjustment does not cause disproportionate hardship.

Epilepsy has been recognised in employment medical jurisprudence as a condition requiring risk-based task allocation (e.g., avoiding heights, machinery, night shifts), without needing PwD certification hence the employers must ensure to prevent unsafe working conditions and modify duties if a worker has a known medical condition posing injury risk.

While epilepsy is not a mental illness under the Mental Healthcare Act, 2017, the Public health authorities increasingly apply risk-based reasoning, not just disability labels.

Though this do not come under disability, you can  obtain structured, risk-based medical letters, not generic certificates.

Doctor’s letter should state the diagnosis and duration, seizure type and unpredictability, specific safety risks (falls, choking, injury) and recommended preventive measures.

The constitution protection you have is Under Article 21 (Right to Life and Dignity), courts have held that Employment cannot be terminated or jeopardised solely due to a medical condition, unless the condition makes the employee objectively unfit for the job, and Reasonable adjustments are not possible.

Epilepsy,especially controlled but intermittent does not meet this threshold.

Termination or non-renewal because of epilepsy, without documented safety assessment, can be challenged as Arbitrary, Disproportionate and Violative of dignity.

Please note that an employer cannot terminate you merely because you have epilepsy or force resignation or mark you as “unfit” without medical board opinion or evcen share your medical condition internally without consent

You can approach high court with a writ petition under article 226 invoking article 21 of the constitution for relief and remedy. 

You are right: epilepsy carries real-world stigma. The practical strategies  that you can adopt are that you do not disclose at application stage unless required, you may focus on the skills, performance and stability.

Epilepsy does not make you unemployable.

It makes employers uncomfortable when they don’t understand it.

The constitution protection you have is Under Article 21 (Right to Life and Dignity), courts have held that Employment cannot be terminated or jeopardised solely due to a medical condition, unless the condition makes the employee objectively unfit for the job, and Reasonable adjustments are not possible.

Epilepsy,especially controlled but intermittent does not meet this threshold.

Termination or non-renewal because of epilepsy, without documented safety assessment, can be challenged as Arbitrary, Disproportionate and Violative of dignity.

Please note that an employer cannot terminate you merely because you have epilepsy or force resignation or mark you as “unfit” without medical board opinion or evcen share your medical condition internally without consent

You can approach high court with a writ petition under article 226 invoking article 21 of the constitution for relief and remedy. 

You are right: epilepsy carries real-world stigma. The practical strategies  that you can adopt are that you do not disclose at application stage unless required, you may focus on the skills, performance and stability.

Epilepsy does not make you unemployable.

It makes employers uncomfortable when they don’t understand it.

Without certification you cannot claim any right in govt and public platform 

1. The RPwD Act, 2016, recognizes "chronic neurological conditions," including epilepsy, as a disability.
2. Section 20 of the RPwD Act mandates that no government establishment shall discriminate against any person with a disability in any matter relating to employment, including recruitment, promotion, and termination.
3. Employers are legally required to provide "reasonable accommodation" to enable employees with disabilities to perform their jobs effectively
4. 
   Employers cannot legally terminate employees solely on the basis of their disability.
   
5. Any organization with 20 or more employees is required to have an Equal Opportunity Policy in place, which should detail measures for preventing discrimination

1. No mandatory legal provision for lower/middle berth or priority seating in Railways/metro/bus without PwD certificate; request via Emergency Quota (EQ) with doctor's letter on seizure fall risk to DRM/CCM (Railways) or transport authorities—discretionary, not guaranteed.​

2. RPwD Act 2016 offers equality/non-discrimination/reasonable accommodation (even if uncertified); Article 21 (right to life/safety) applies; no specific "preventive safety" law for controlled epilepsy, but employers must adjust (no night shifts).​

3. Ayushman Bharat (ABHA/HWCs) for free/subsidized epilepsy drugs/screening as chronic neurological illness; District Mental Health Programme (DMHP) for counseling; no major pensions/schemes without PwD cert.​

4. No dedicated govt home-care/assisted living for uncertified epilepsy; DMHP outreach possible; for no caregiver, approach local social welfare/NGOs (e.g., Epilepsy Foundation India) or elderly schemes if applicable.​

5. Get govt specialist doctor's certificate stating "seizure/tremor risk requires safety measures (lower berth/no solo living)"; use for requests + ABHA registration; for employment, cite RPwD anti-discrimination to seek stability.

Your condition, as described, is legally recognised in India as a medical vulnerability requiring safety, dignity, and continuity of care, even if it does not meet the threshold for disability certification under the RPwD Act. Indian law does not treat protection and accommodation as dependent only on disability percentage; medical risk and safety are independent grounds.

On travel and public transport, there is no single statute that expressly names epilepsy without disability certification. However, Indian Railways, Metro Rail Corporations, and State Transport Undertakings function under a duty of care derived from Article 21 of the Constitution. Railway reservation rules permit discretionary lower-berth allotment on medical grounds based on a doctor’s recommendation, even where no disability certificate exists. In practice, lower berths and safer seating are granted to patients with neurological, cardiac, seizure-related, or fall-risk conditions when supported by a government hospital neurologist’s certificate clearly stating risk of sudden loss of balance, seizure unpredictability, or injury risk in crowded or elevated environments. Metro and bus authorities similarly provide priority seating and assistance when medical risk is disclosed; this flows from public safety obligations, not disability entitlements. A medical recommendation is legally sufficient for requesting such accommodation.

On legal protection and safety, Article 21 (right to life and personal safety) is your strongest protection. Courts have repeatedly held that the State and employers must not expose a person to foreseeable medical risk once informed. Labour and service jurisprudence recognises epilepsy as a condition requiring reasonable medical accommodation, including safer work allocation, schedule flexibility, and non-punitive handling of medical episodes, even without PwD certification. The Mental Healthcare Act, 2017 treats epilepsy as a neurological condition requiring continuity of care and protection from discrimination; this Act operates independently of disability percentage. Indian courts have also acknowledged that even “controlled epilepsy” carries residual risk, and denial of preventive accommodation purely because seizures are intermittent can be arbitrary.

On healthcare and welfare, epilepsy is covered as a chronic neurological illness under public health frameworks. Ayushman Bharat (PM-JAY) covers epilepsy-related diagnostics, hospitalisation, and treatment. State governments routinely provide free or subsidised anti-epileptic medication through government hospitals, neurological OPD programmes, and district mental health initiatives. These benefits arise from public health policy, not disability law, and do not require disability certification.

On living support and future care, Indian law recognises functional vulnerability even without formal disability status. Where seizure risk or tremors make independent living unsafe, District Social Welfare Departments and state health services can facilitate home-based care, assisted support, or institutional neurological care based on medical need. The Mental Healthcare Act allows supported living arrangements when personal safety is compromised. In later life, guardianship or nominated-representative mechanisms may be used if seizure risk increases. Where no family caregiver is available, Articles 21 and 41 together impose a constitutional responsibility on the State to provide basic support, even though implementation varies across states.

On employment stability and indirect discrimination, what you describe fits the legal concept of indirect discrimination—where a neutral reason (such as “student feedback” or “administrative decision”) masks medical vulnerability. Indian service law and constitutional principles prohibit arbitrary termination linked to health conditions when performance is otherwise satisfactory. While private-sector enforcement is uneven, public institutions are held to higher standards. Epilepsy-related stigma has been acknowledged by courts, and denial of continuity or accommodation despite medical evidence can be challenged as violative of Articles 14 and 21. Stress-induced medical relapse is a recognised factor, and courts have accepted that unstable employment can aggravate chronic neurological conditions.

From a practical legal standpoint, the most effective protection comes from risk-based medical documentation, not disability claims. You should obtain a neurologist’s certificate—preferably from a government hospital—clearly stating: diagnosis of epilepsy, long-term treatment, residual seizure risk despite control, tremors or aura symptoms, risk of fall or injury in crowded or high-risk settings, and specific recommendations for safety accommodation (lower berth, seated travel, avoidance of hazardous tasks, stable schedules). A functional-risk note explaining cooking risks, supervision needs during flare-ups, or stress sensitivity is particularly valuable. Maintaining continuity-of-treatment records, carrying a medical advisory card during travel, and submitting written accommodation requests grounded in safety rather than disability significantly strengthens your position.

In summary, epilepsy does not need disability certification to attract legal protection. Indian law recognises medical risk, preventive accommodation, and dignity independently of the RPwD Act. Your strongest safeguards lie in Article 21, credible medical evidence, and framing requests in terms of safety, foreseeability of harm, and reasonable accommodation, not incapacity.

In private organisations also disability act is applicable 

Under the Rights of Persons with Disabilities Act, 2016 (RPwD Act) “Chronic neurological conditions” are expressly included within the definition of disability (Section 2(s)).

Epilepsy is now legally recognised as a disability, unlike earlier regimes where it was ambiguously treated.

A person with epilepsy need not be permanently incapacitated; even intermittent or episodic impairment qualifies.

Under section 20 and 21 of the act, the employers are under a positive obligation to provide reasonable accommodation, non-discriminatory work conditions and continuity of employment unless the person is demonstrably unfit even after accommodation. 

Student feedback cannot be the sole basis for termination, it must be transparent, consistent, corroborated especially when used selectively after medical disclosure, it can support an inference of discrimination.

As per law an employee is not required to disclose a medical condition unless it directly affects essential job functions, accommodation is being sought. Any adverse action after disclosure can shift the burden onto the employer to show non-discriminatory intent.

You may make a complaint to The State Commissioner for Persons with Disabilities or  Chief Commissioner (Central institutions) or a Writ petition in High Court where State-funded or aided institutions are involved. 

Your experience reflects systemic indirect discrimination, not individual failure.

Government intervention is both constitutionally justified and medically necessary

Your request to the Government is legally coherent, constitutionally grounded, and aligned with India’s disability rights framework. It deserves serious consideration, especially in the academic and public employment sectors.

.

It’s permanent functionality 

.

2) it cannot be denied because it is not trauma related

3) if Mexican board certificate indicate low level of disability no sense in appearing before it 

You have been misled or perhaps wrongly guided.

Under the Rights of Persons with Disabilities Act, 2016 (RPwD Act) the disability is defined by long-term physical, mental, intellectual, or sensory impairment.  The focus is on functional impact on activities and participation, not how the condition arose.  Nowhere does the Act say that the disability must arise from trauma.

You may please become aware that the Epilepsy falls under “chronic neurological conditions”, it is recognised irrespective of cause (idiopathic, genetic, post-infection, post-trauma, etc.). If a condition causes ongoing functional difficulty, the cause is legally irrelevant.

The disability percentage is actually used for Reservation, Financial benefits, certain statutory entitlements. You have clearly said you are not seeking these, which is important.

Disability under RPwD Act is based on permanent functional difficulty, not cause like trauma; non-trauma TMJ can qualify if proven, though guidelines emphasize trauma cases, often leading to low %. Denial solely for non-trauma is invalid; attend medical board for official record usable for safety accommodations even below 40%. RPwD requires reasonable accommodations (e.g., seating/work adjustments) regardless of certificate threshold, via doctor's letter and Article 21 safety rights.​

Quick Answers

• Cause vs function? Function/impairment; trauma is just common for maxillofacial guidelines.​

• Deny for non-trauma? No, challenge if refused arbitrarily.​

• Board purpose (low %)? Yes, creates evidence for accommodations/appeals.​

• Safety below limit? Yes, reasonable accommodation + dignity protections apply.​

In the Indian context, the Rights of Persons with Disabilities (RPwD) Act, 2016 primarily protects individuals with epilepsy

2) 

Rights of Persons with Disabilities (RPwD) Act, 2016, which recognizes epilepsy as a disability, mandating reasonable accommodations and ensuring equal opportunities, even if seizures are controlled,

3)When certification is elusive, individuals rely on broader anti-discrimination provisions within the Constitution and the RPwD Act, advocating for fair treatment and reasonable adjustments based on their medical condition

Query has been replied to 

Most international videos (UK / EU / US) rely on:

Equality / disability discrimination statutes

The idea of episodic or invisible disability

Duty of reasonable accommodation, even when a condition is controlled by medication

India does recognise the same concepts, but:

Through constitutional rights + RPwD Act, 2016

Not through employer handbooks or explicit epilepsy-specific regulations.

RPwD Act uses “long-term impairment”, not “constant impairment”

Childhood-onset epilepsy on long-term medication qualifies

Even if seizures are rare or absent for periods

Courts do not require:

Daily symptoms

Continuous incapacity

Visible impairment.

RPwD Act protection without certificate

The Act uses “person with disability”, not “certified person”

Medical records, diagnosis, and treatment history are valid evidence

Certification only strengthens claims — it is not the sole proof.

Controlled epilepsy patients are also protected.

Control does not erase disability-related protection.

In India, asserting safety and dignity works better than asserting “disability percentage”

In India, disability certification is for benefits.

Protection is for people.

A large number of people with epilepsy fall outside formal certification but are still legally protected once their condition is known.

Once an employer or institution knows a person has epilepsy:

They cannot ignore foreseeable medical risk

They must avoid actions that endanger life or dignity offering reasonable care. The Act protects “persons with disability”

It does not say “only certified persons”

Certification strengthens claims, but is not the only proof.

Failure to ensure basic safety after knowledge can amount to constitutional violation.

They are still protected if they have some prescription about the said ailment suffered by them

India's RPwD Act 2016 provides similar protections to the US video (ADA-like): non-discrimination and reasonable accommodations (e.g., flexible hours, no heights/machinery, seizure action plan) for epilepsy, even if controlled/medication-managed. Childhood-onset/long-term cases qualify without certification via doctor's evidence; employers must adjust unless undue hardship.​

Uncertified patients protected under RPwD Sections 3/20 (equality/accommodation), Article 21 (safety), and labor laws—no fitness bar for most jobs if seizure-free at work. Challenge stigma/instability via labor court complaint with medical proof.

You are raising an issue that sits at the intersection of medicine, employment, safety, and constitutional law, and unfortunately Indian law has not articulated this as clearly as some other jurisdictions. I will answer you simply, in the Indian legal context, without technical jargon.

First, about the YouTube video and whether similar protections apply in India.

The video you shared reflects the American framework, mainly under the Americans with Disabilities Act (ADA). Under that system, epilepsy is treated as a functional limitation with unpredictable risk, even when medically controlled, and therefore attracts enforceable workplace accommodations.

India does not have an equivalent single statute as strong as the ADA. However, that does not mean there are no protections in India. India follows a fragmented but real protection model, based on constitutional rights, service law principles, medical-safety obligations, and public law duties.

So, while India does not copy the American model word-for-word, the underlying principle that controlled epilepsy still carries risk is recognised in Indian law, though enforcement is weaker and less codified.

Second, on whether epilepsy patients on long-term medication are entitled to workplace consideration in India.

Yes — in principle, they are, even if seizures are controlled.

Indian courts and service jurisprudence recognise the following facts:

• Epilepsy is a neurological condition, not a character flaw.
• Even controlled epilepsy has residual unpredictability.
• Stress, fatigue, and instability can trigger recurrence.
• Sudden seizures or aura can create safety risks for the individual and others.

Because of this, Indian law recognises reasonable medical accommodation based on risk and safety, not only disability percentage.

This recognition comes from:

• Article 21 of the Constitution (right to life, dignity, and safety)
• Article 14 (prohibition of arbitrary and indirect discrimination)
• Service law precedents requiring employers to avoid exposing employees to foreseeable medical harm
• The Mental Healthcare Act, 2017, which treats neurological conditions as requiring continuity of care and non-discrimination, independent of disability percentage

So, even if seizures are “controlled,” Indian employers — especially government and public institutions — are legally expected to:

• Avoid punitive action for medical episodes
• Consider safer work allocation
• Avoid destabilising employment without medical justification
• Act reasonably once the medical condition is disclosed

What India lacks is automatic enforcement; what exists is legal protection that must be asserted, often case by case.

Third, on disability certification being denied despite childhood-onset epilepsy.

This is a very common and deeply frustrating issue in India.

Under the RPwD Act and current disability guidelines:

• Disability is often quantified by percentage
• Epilepsy qualifies only when frequency or severity crosses a defined threshold
• Controlled epilepsy often results in low percentage, even if the condition is lifelong

This does not mean the law says your condition is insignificant.

It only means that reservation-based benefits are not triggered.

Indian law makes a distinction between:

• Disability benefits (reservation, quota, pension), and
• Medical safety and dignity protections

You are asking for the second category, not the first — and that distinction is crucial.

Fourth, on whether protection can be denied because the condition is not trauma-related (TMJ question).

Legally speaking:

• Disability is not supposed to depend on cause, but on functional limitation
• However, Indian medical guidelines are still heavily trauma-oriented, especially in orthopaedic and maxillofacial conditions
• This is a policy limitation, not a constitutional one

So yes, doctors may deny disability certification because it is “non-traumatic,” but that does not extinguish your right to safety, accommodation, or dignity.

Courts look at:

• Permanence of condition
• Functional difficulty
• Risk of harm
• Impact on daily living

Not merely the cause.

Fifth, on whether there is any purpose in appearing before a medical board if the percentage will be low.

Yes, there can be a legal purpose, even if no disability certificate is issued.

A medical board opinion can still:

• Officially record permanence and irreversibility
• Acknowledge functional limitation
• Support requests for non-disability accommodations
• Strengthen protection under Article 21
• Serve as evidence if you challenge arbitrary denial of accommodation or termination

Think of it as medical documentation, not as a ticket to reservation.

Sixth, on whether any protections exist when disability percentage is below the qualifying limit.

Yes — but they are safety-based, not quota-based.

These include:

• Safety accommodation in transport (lower berth, seating)
• Safer work allocation
• Flexibility during medical flare-ups
• Protection from arbitrary termination linked to health
• Non-punitive handling of medical episodes
• Supported living or assistance if independent living becomes unsafe

All of these flow from Article 21, not from disability quotas.

Finally, the most important practical guidance for you.

In India, people in your situation are best protected by medical risk framing, not by disability claims.

You should focus on:

• Neurologist’s certificate stating residual seizure risk despite control
• Documentation of unpredictability
• Functional limitations (tremors, jaw instability, fatigue, stress sensitivity)
• Safety recommendations (not “disability” language)
• Continuity-of-care records

When you ask for accommodation, always frame it as:

“This is required to prevent foreseeable medical harm and ensure safety.”

Not as:

“I am disabled and want benefits.”

That framing aligns with Indian constitutional law and is far more effective.

To summarise clearly and honestly:

• India does not have as strong or clear a statutory framework as the US
• But Indian law does recognise epilepsy as a lifelong medical vulnerability
• Controlled seizures do not negate legal protection
• Disability certification is not the gateway to safety or dignity
• Your strongest shield is Article 21 + medical evidence
• What you seek is legally reasonable, even if administratively difficult

1. Medical History: The patient has a documented history of childhood-onset epilepsy, which is currently well-managed with consistent medication ([Name of Medication/s] [Dosage]). The patient has been compliant with treatment.
2. Current Status: Based on the clinical assessment, the patient is physically and mentally fit to perform their professional duties in an Analytics/Office-based role.
3. Risk Assessment: While the condition is managed, there is a residual, low-level risk of seizure activity.
4. 
   Advisory Recommendations: To ensure safety in the workplace, it is recommended that the organization consider the following measures:

   • Ensuring a stable, low-stress work environment with adequate breaks.
   • Enabling work-from-home options, if feasible, to minimize commuting stress.
   • Awareness among immediate supervisors regarding basic first aid for seizures (e.g., maintaining airway, turning to the side, timing the seizure).

5. Conclusion: The patient is fit for duty, provided that the above-mentioned precautions are taken to manage potential risks.

Approach a trusted private neurologist first with your medical records—they routinely issue neutral fitness letters without hesitation.​

For government hospitals, attend OPD, explain need for HR safety awareness (not disability), and request during consultation; hesitation stems from over-caution, but standard practice allows it.​

Key Tips

Emphasize "fitness confirmation + advisory notes" to avoid misinterpretation. Private is faster/simpler; govt adds credibility. Renew every 6-12 months. Cite RPwD Sec 20 when sharing with HR for accommodations.

You can consult an advocate of your choice either from this website or outside having expertise in drafting the desirous letter and engage the services of the chosen advocate for all such issues and even for future legal requirements.

Your medical issues are noted with concern, however you may consult an experienced lawyer in the local with all your related papers and get suggestion/advise on further issues.

Yes you can do the above