Marked from the 19th to the 25th of May, Dementia Awareness Week 2025 is an opportunity for individuals and organisations to learn about the most common symptoms of dementia and to seek diagnosis for anyonw who might be affected.
People are not just living longer, they are working longer too. The current cost of living crisis, along with an uncertain economy means people are staying in the workplace well beyond 60 and postponing their retirement plans.
Most people who have been affected by dementia in some way. In 2024, the estimated number of people with dementia in the UK was 944,000, according to NHS England. This figure is projected to increase to over 1 million by 2030 and over 1.6 million by 2050.
Add into this the existence of early-onset dementia, or young-onset dementia. This typically develops before the age of 65, often between 45 and 65, but can start as early as the 30s or 40s. The UK alone saw a 69% increase in the number of people living with young-onset dementia between 2014 and 2022.
How does this affect you or your business?
The Equality Act 2010 states that workplaces must support employees by making reasonable adjustments, so just how can you support employees in the workplace with dementia?
Supporting employees with dementia in the workplace requires a thoughtful, person-centred approach that balances compassion with practical adjustments. Here are some key strategies:
- Early and Open Communication
Encourage disclosure without pressure. Create a culture where employees feel safe discussing health concerns. Confidentiality and consent are essential when sharing information with colleagues or HR.
- Create a reasonable adjustment’s diary
Create a reasonable adjustment’s diary to help both you and your employee know what adjustments are effective, and which are not working. Be conscious that they may change as the employees condition deteriorates or side effects from medication occur.
- Adjust Job Roles and Responsibilities
Tailor tasks to strengths, avoiding those that are cognitively demanding if they become challenging.
Allow flexibility in schedules or work hours to accommodate changes in energy or concentration.
Provide structured routines and reduce multitasking demands.
- Environmental and Technological Support
Use clear signage, labels, and colour coding to reduce confusion.
Provide memory aids: calendars, checklists, timers, or reminders.
Simplify digital interfaces and provide training on any assistive tools.
- Training and Awareness for Colleagues
Offer dementia awareness training to managers and coworkers to foster empathy and reduce stigma.
Promote team-based support, ensuring the employee isn’t isolated.
- Regular Reviews and Support
Schedule regular check-ins to assess comfort, performance, and changing needs.
Involve occupational health professionals or dementia support services where needed.
- Legal and Policy Framework
Ensure compliance with disability and employment laws (e.g., the Equality Act 2010)
Develop or update internal policies on cognitive health and workplace accommodations.
- End-of-Employment Support (if necessary)
If continued work is not possible, provide support in transitioning out of employment with dignity.
Assist with accessing benefits, pensions, or further support services.