How to support employees who are impacted by Alzheimer’s disease in the workplace

September marks World Alzheimer’s Month. Here, we take a look at how businesses can help employees who may be impacted by Alzheimer’s disease, the most common type of dementia, in the workplace.

Alzheimer’s disease is a physical illness that damages a person’s brain and includes some common early symptoms: memory problems, language problems, thinking and reasoning difficulties, changes in vision and hearing, and changes in mood.

Statistics from the Alzheimer’s Society show that there are over 70,000 people living with young onset dementia – where symptoms develop before the age of 65 – which shows this is a condition that impacts the working population, with many of those diagnosed continuing to work.

Additionally, since the removal in 2011 of retirement age being a potentially fair reason for dismissal, we are now seeing an increasingly older workforce in the UK – which increases the possibility of dementia directly impacting employees and colleagues in the workplace.

Based on the above, it is clear that dementia may be more prevalent in the workplace than you might expect it to be – and it will not always be apparent that someone is suffering from the condition, so it’s important to show compassion to someone who develops symptoms of dementia or starts to struggle with activities they had previously been able to complete with no difficulty.

The Equality Act 2010 provides protection for employees against discrimination on the grounds of disability, which is defined as a mental or physical impairment that has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities. Alzheimer’s and dementia are likely to fall within this definition, and employers should take steps to ensure employees with Alzheimer’s or dementia (and employees who care for people with Alzheimer’s disease or dementia) are not disadvantaged in the workplace.

Reasonable adjustments to support those suffering from Alzheimer’s disease could include changes in working hours, duties, skill requirements, or an employee’s level of accountability and responsibility as well as clear signage and labelling systems.

Employers might also provide guidance and training to employees on how to support a colleague who may be suffering from Alzheimer’s or how to identify symptoms to provide colleagues with support from an early stage.

If an employee is regularly displaying symptoms that could be associated with Alzheimer’s disease or other types of dementia, it is important that the employee considers speaking to their GP.

In addition, a supportive and respectful working environment will help facilitate employees feeling able to support or encourage their colleagues to seek help if they are struggling in their role. Equally, if colleagues do not want to speak to the employee directly (which should always be done respectfully and, if in doubt, should not be done at all) then they should speak in confidence to a member of HR who will be able to provide support.

Supporting Alzheimer’s or other dementia charities and raising awareness can also show an employer’s commitment to supporting its employees who have either been diagnosed with Alzheimer’s or dementia, or employees who are caring for someone with this disease.

On 6 July 2024, employees of Gateley Legal carried out a walk in the Peak District (with distances ranging from 10 miles to 100 km) and raised over £6,000 for Alzheimer’s Research UK. One of our very own employment solicitors, Abi Pawlett, was amongst the group of approximately 90 people who completed the walk, and helped support the very worthy charity that does great work to help find a cure for Alzheimer’s disease.