Supporting Employees with Dementia: A Call to Action for UK Workplaces

Supporting Employees with Dementia: A Call to Action for UK Workplaces

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As our workforce ages and medical advancements enable earlier diagnosis, the number of employees living and working with dementia is increasing. Yet, conversations about dementia at work remain rare, and many employers feel uncertain about how best to provide support.

According to Dementia UK, it’s vital that organisations recognise the importance of early intervention and create a working environment that allows individuals to thrive after diagnosis. By offering practical adjustments and emotional support, we can retain skilled employees, reduce stigma, and foster genuinely inclusive workplaces.

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Why Early Intervention Matters

An early diagnosis of dementia can be life-changing, but it also opens up opportunities for timely support. Early intervention allows employers and employees to work together to implement reasonable adjustments, plan career pathways, and put in place strategies that help individuals remain productive and valued members of their teams.

The Equality Act 2010 considers dementia a disability, meaning employers have a legal duty to make reasonable adjustments. Early conversations enable personalised support plans to be created before significant challenges arise.

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Practical Ways to Support Employees with Dementia

Practical support is essential to helping employees manage symptoms while continuing to contribute effectively. Recommendations include:

• Assistive Technology: Utilise tools such as reminder apps, electronic calendars,     and voice-activated devices. These technologies can help individuals     organise tasks, remember deadlines, and stay focused throughout the     working day.
• Visual Reminders and Task Simplification: Simplifying job roles and breaking     tasks down into manageable steps can reduce cognitive overload. Clear     signage, written instructions, and visual schedules are simple yet     effective aids.
• Job Role Adjustments: Tailor job roles where possible. This could mean     reducing complex multi-tasking, adjusting deadlines, or focusing on tasks     that play to the employee’s strengths.

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Maintaining Physical and Emotional Health

Physical health directly impacts cognitive health. Employer scan encourage a healthy lifestyle by promoting balanced diets, regular exercise, and providing access to occupational health services. Many organisations already have wellness programmes – adapting these to be dementia-inclusive is a natural progression.

Equally important is emotional support. Providing a "listening ear" can make a significant difference. Whether throughline managers, HR teams, or Employee Assistance Programmes (EAPs), having someone to talk to can alleviate feelings of isolation and anxiety.

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Support for Caregivers

It’s not only those diagnosed with dementia who may need workplace support. Many employees juggle work alongside caring for a family member living with dementia. Flexible working options, caregiver support networks, and access to information resources can help employees balance their professional and personal responsibilities more effectively. Dementia UK offers excellent resources for caregivers, which employers can signpost.

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The Role of Leadership and Culture

Ultimately, leadership plays a pivotal role in shaping a dementia-inclusive culture. Managers must be equipped with the right training and confidence to have sensitive conversations, recognise early warning signs, and create supportive action plans.

Organisations such as Dementia UK and ACAS offer guidance and training resources specifically tailored for UK workplaces.

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Conclusion

Creating a supportive environment for employees affected by dementia isn't just a legal obligation – it’s the right thing to do. By acting early, adjusting roles, embracing assistive technology, and fostering emotional wellbeing, businesses can demonstrate leadership in inclusion and reap the benefits of a diverse, experienced, and resilient workforce.

Now is the time to act.

For more information on how to support employees with dementia, Dementia UK’s guide for employees is an excellent starting point: Dementia at Work for Employees – Dementia UK

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