Any diagnosis of a dementia condition will be devastating, not just for the person affected but their loved ones too. But what can this mean for an employer? As the workforce ages, it’s likely that more employees will experience dementia in various forms.
That’s why greater understanding of dementia, and the impact of dementia in the workplace, is important. To help employers form a strategy to offer support and to take action to manage the risks that may increase the likelihood of symptoms developing.
This article has been written to explain what dementia is and the impact it can have, the legal requirements of employers and our suggestions for creating a more dementia friendly culture – so that you can retain your valuable talent for as long as possible.
The image here is a Forget-me-not flower, often used as a symbol for dementia by organisations like the Alzheimer’s Society.
Forms of dementia
When you hear that someone ‘has dementia’, there is a more specific condition behind this. That’s because dementia encompasses various conditions that cause a decline in mental ability that affect memory, thinking and behaviour and are severe enough to interfere with daily life. Of these, Alzheimer’s is the most common, with approximately 50% of those affected having this progressive brain disease.
As well as Alzheimer’s, other forms of dementia include Vascular Dementia, Lewy Body Dementia, and Frontotemporal Dementia. These different types have distinct characteristics, but they all fall under the umbrella of ‘dementia’. These are covered in more depth in a new Cordell Health guide on dementia awareness, details below.
Dementia in numbers
In the UK, it is estimated that around 982,000 people are currently living with dementia. And, as not everyone who has a form of dementia is diagnosed, this number may be higher still. This number is projected to increase to 1.4 million by 2040, according to the Alzheimer’s Society. As age is the strongest known risk factor for developing dementia, it follows that, as our population ages with increased life expectancy, cases will increase.
The various forms of dementia affect 7.1% of over 65 year olds in the UK. But it’s not exclusively impacting the older age group as 1 in 20 who have a form of dementia are younger than 65. While symptoms can be managed, at the moment there is no cure for dementia and the average life expectancy after diagnosis is 4-8 years.
Data from the Alzheimer’s Society shows that the economic cost of dementia, to the NHS, care sector and employers, is currently estimated to be around £42 billion, increasing to £90 billion by 2040.
Symptoms of dementia
Just as there are different types of dementia, the symptoms vary and can impact people differently. They can also be difficult to spot as many symptoms will emerge gradually over time. In some cases, the person affected doesn’t notice themselves, but others close to them gradually notice changes in behaviour – which can include:
- Loss of memory
- Difficulty in concentration
- Getting confused over daily tasks – such as remembering how to work an appliance or struggling with shopping
- Difficulty in taking part in conversations which is often experienced by sentences tailing off as people may struggle to find the right words
- Confusion over time and location
- Changes in mood
- In some more severe cases, people may display inappropriate social behaviour and difficulties with speech
In the workplace, the symptoms of dementia may look like an inability to concentrate in meetings or to follow conversations – and employees may struggle with using equipment or working to deadlines.
For more information on the symptoms of dementia by type, please see this NHS guide.
Can people still work with dementia?
Yes, they most definitely can – but they will need support, understanding and adjustments as symptoms can present considerable challenges. Many people diagnosed with dementia will want to remain working and may be anxious that their diagnosis may put their job at risk or alter how they are perceived in the workplace. This may cause some to try to cover up their condition, preferring to keep their diagnosis to themselves. This carries considerable risk and doesn’t need to be like this.
The way an employer responds to employees with dementia will go a long way to encouraging them to be open about their condition – and there are many benefits to telling their employer. The anxiety they feel can be replaced by the reassurance of support and behaviours that may have caused colleagues to worry or question performance then become understood.
How types of work risk dementia
While work doesn’t directly cause dementia, certain work-related factors can influence the risk of developing it, or the progression of the disease. Employers should be aware of the following risks and, if they haven’t already put in place ways to manage or reduce these risks, this should be a priority as part of a more dementia aware and supportive culture.
Shift work: Studies have shown a link between shift work (especially night shifts) and an increased risk of dementia. Interruptions to sleep patterns are likely to have a negative impact on brain health.
Work related stress: If your organisation, or certain roles, are known for high levels of stress, then this could increase the risk of dementia (particularly vascular dementia) – especially if the employee feels a lack of support or an inability to change the situation.
Nature of work: Perhaps not surprisingly, more mentally stimulating work may be a better protector against dementia than more repetitive work. What’s more, roles with extended social isolation, such as driving, may carry greater risks. What can you do to counter this, adding in breaks and rotating tasks?
Use of substances: Roles that bring employees into contact with certain substances, such as pesticides and solvents, may increase the risk of dementia. We’ve gone into more detail in our guide on dementia awareness.
Dementia, employment and the law
People living and working with dementia are protected from discrimination under the Equality Act 2010 in England and Wales. The Disability Discrimination Act 1995 works in a similar way in Northern Ireland.
Both Acts require employers to make reasonable adjustments in the workplace to help their employees do their work. This could mean introducing flexible working hours, moving their working area somewhere quieter, or even offering a different role.
An employer should not dismiss an employee if their performance is affected by dementia. However, if reasonable adjustments have been made, and the employee is still unable to do their work, then a dismissal on the grounds of capability may be made after careful consideration of all the issues. However, wherever possible, moving the employee to a different role that they can manage is the kinder option. Which brings us to how an employer manages cases of dementia, and a wider question about culture.
Creating a dementia friendly workplace
Only when a condition such as dementia is out in the open, can the employer respond in a way that will enable that person to remain in work for longer. Here are a few suggestions:
Remove the fear and stigma: As we’ve explained, some employees may be concerned about sharing their diagnosis. The more supportive your culture is to all conditions, and the more evidence you can show of adjustments that enable continued working, the more confident they’ll be in sharing their news.
Support your managers: Your line managers may like to think they’d find the right words, but have they had training to enable them to manage what can be very difficult and sensitive conversations? So, support them to be better, and more empathetic managers.
Provide reasonable adjustments: Examples include flexible work schedules, modified work environments (e.g., quieter workspaces, clear labelling), and assistance with technology.
Create strategies to counter at risk categories: How can you support shift workers, drivers and those in monotonous roles so that their work experience is more mentally stimulating?
In conclusion
Work brings purpose and meaning, so it’s understandable when employees worry about revealing a dementia diagnosis they may feel threatens this. But staying silent comes with risks. That’s why greater understanding of the various forms of dementia, and how organisations can help are very much needed. Not only will it remove the stigma and worry employees feel, but organisations will retain valuable skills. And the effort and empathy shown won’t be lost on your staff – helping to boost engagement and strengthen positive perceptions of the employer brand.
Get our guide
We have produced a new Cordell Health podcast on dementia awareness. This is available to subscribers to our wellbeing service. If you are not signed up to this service and would like to find out more, please contact us on wellbeing@cordellhealth.co.uk
Additional reading
Alzheimer’s Society: Creating a dementia friendly workplace
Photo by Kat Banachowicz on Unsplash.
