Alzheimer's Disease and Disability Discrimination in the Workplace

September is World Alzheimer's Month - a global campaign led by Alzheimer’s Disease International (ADI) to raise awareness, challenge stigma, and support those affected by dementia. 

Employers should bear in mind, not only this month, but at all times that people with Alzheimer's can still make a valuable contribution to the workplace and their value should not be discarded or minimised by discrimination.

When Alzheimer's disease is discussed, it is normally in the context of ageing, healthcare and family support. However, one area that gets less attention is the workplace. For many people diagnosed with Alzheimer's, particularly, in its early stages, employment is still a significant part of life. 

Alzheimer's as a Disability at Work

Under the Equality Act 2010, Alzheimer's Disease is recognised as a disability. That means employees are legally protected from discrimination and entitled to reasonable adjustments that allow them to continue working. 

It is often the case that many employees with Alzheimer's encounter stigma, lack of understanding or even pressure to leave their employment. This obviously damages the individual but also can represent a loss of skills and knowledge for the employer.

Assumptions are made that someone with Alzheimer's cannot perform, even if they are capable with the right support. Employers have a duty to make reasonable adjustments, such as memory aids, flexible hours or reallocation of duties, that could help someone with Alzheimer's to remain productive in the workplace. It is also the case that an employee with Alzheimer's may find themselves excluded from progression or training. 

Employment provides a sense of identity and purpose, routine and structure, which can support cognitive function and social connection with colleagues. These benefits are in addition to the more obvious benefit of financial security and excluding people with Alzheimer's from the workplace denies them these benefits and reinforces the stigma. 

What can Employers do?

An employer can create an inclusive workplace at little cost or resources. All that is required is awareness, empathy and flexibility.  

Employers should:-

• Provide reasonable adjustments, such as written instructions, reminder tools or a quieter workspace;
• Train managers and colleagues on dementia/Alzheimer's;
• Encourage employees to disclose their needs without fear;
• Ensure that HR policies adequately protect against discrimination and promote inclusivity.

Employers who embrace inclusivity not only meet their obligations but also potentially retain valuable experience and will certainly set a powerful example of social responsibility.  

If you require employment law advice in respect of your obligations regarding Alzheimer's in the workplace or help implementing a policy for your staff, please do not hesitate to contact us on 0800 542 4245. For details of our employment law experts, please see here.