As working lives get longer, more people are being diagnosed with early-stage dementia while still in employment. Dementia is often thought of as an issue only for older adults, but it can, and does, affect people during their working years.
Employers must be prepared to support employees with dementia and ensure Health & Safety is a priority.
What is dementia?
Dementia is a progressive neurological condition that affects memory, thinking, problem solving, communication and behaviour. There are many types, including Alzheimer’s, vascular dementia and Lewy body dementia.
Symptoms vary; however common effects include:
Memory loss.
Difficulty concentrating.
Confusion in unfamiliar environments.
Changes in mood or behaviour.
Difficulty following instructions or completing complex tasks.
While dementia is not curable, early diagnosis and the right support can help people continue to work safely and meaningfully for some time.
How can dementia affect work?
In the early years, a person with dementia may still be capable of fulfilling their role, particularly with reasonable adjustments. However, as the condition progresses, tasks that require safety may no longer be suitable.
Dementia can affect:
Judgement and decision-making.
Ability to follow Health & Safety procedures.
Memory for instructions or sequences.
Orientation such as getting lost, even in familiar settings.
Reaction times.
Employer responsibilities
Under the Health and Safety at Work Act 1974, employers must ensure the safety and welfare of all employees, including those with long-term health conditions.
Additionally, dementia is classed as a disability under the Equality Act 2010, section 6(1) which states disability as a physical or mental impairment with a substantial and long term adverse effect on a person’s ability to carry out normal day-to-day task and activities.
The Equality Act 2010 specifically recognises dementia as a disability, which means employers have a legal duty to make reasonable adjustments:
Conduct a thorough risk assessment
If an employee discloses a dementia diagnosis, the first step is to carry out a risk assessment.
This should identify:
Safety risks related to their specific role.
Tasks that may be affected, such as operating heavy machinery, lone working or working at height.
Environmental factors such as noise, signage and layout that could cause confusion.
Risk assessments should be reviewed regularly as the employee’s condition changes.
Make reasonable adjustments
Depending on the individual and their job, adjustments might include:
Reducing complexities of tasks.
Providing written or visual instructions.
Simplifying workspaces or routines.
Allowing extra time to complete tasks.
Relocating to a quitter or more familiar part of the workplace.
In some cases, reorganisation within the workplace may be a better option.
If the employee’s role involves, operating heavy machinery, driving for work, working at height or with hazardous substances, employers must assess the risks, and ensure whether it is safe for them to continue in their roles.
Both employer and employees need to consider medical advice and occupational health support. This should guide any decisions around role adjustments or reorganisation.
Create a supportive environment
Support goes beyond risk management. Encourage:
A non-judgemental culture where employees feel safe to displace medical conditions.
Awareness training for line mangers and colleagues.
Buddy system or regular check-ins.Clear procedures for what to do if someone becomes disoriented or confused at work.
What employees should do
Employees diagnosed with dementia should:
Inform their employer, especially if symptoms may impact safety.
Work with their manager and occupational health to review duties.
Share any difficulties they’re experiencing in the workplace.
Keep medical information and emergency contacts up to date.
Early conversations allow for better planning, safer working, and smoother transitions if changes are needed.
Building a dementia-aware workplace
A dementia diagnosis doesn’t automatically mean someone must leave work. With understanding, support and reasonable adjustments, many people can continue contributing meaningfully.
Employers are encouraged to:
Review policies on managing long-term conditions.
Promote a culture of openness and support.
Ensure managers are trained to respond compassionately and safely.
By focusing on ability rather than limitations, we can create workplaces where everyone is respected, valued and safe.
Get expert advice on managing dementia at work from Peninsula
Peninsula offers independent advice on managing dementia in your workplace. Our teams provide 24/7 Health & Safety advice which is available 365 days a year. We take care of everything when you work with our Health & Safety experts.
Want to find out more? Contact us on 0800 028 2420 and book a free consultation with a Health & Safety consultant today.
