Just like people living with a physical disability or mental health condition, people with a dementia diagnosis have the right to an income and to make the most of their skills, talents and ambitions and to keep working. Employers therefore, should be prepared to support the 42,325 people in the UK under the age of 65 living with dementia allowing them the option to lead a normal life. Of course, there are still those over the age of 65 who wish to continue working also.

The Equality Act (2010) requires employers to avoid discrimination and make reasonable adjustments to ensure people with dementia are not disadvantaged in the workplace. They are also obliged to consider requests for flexible working from carers under the Flexible Working Regulations (2006).

If you are an employer, it is your duty to provide appropriate support throughout the journey of a person with dementia and as the condition advances, employees will require information, advice and guidance about finishing work. The same support should be provided to those who do not want to continue working following a diagnosis, which also includes carers.

The UK’s leading dementia charity, Alzheimer’s Society’s wants the government raise awareness of employees’ rights and employers’ responsibilities. The Equality Act requires employers to avoid discrimination and make reasonable adjustments to ensure people with dementia and their carers are not disadvantaged in the workplace.

Carers of people with dementia also have the right to request flexible working and time off. Many carers and people with dementia are, however, unaware of their rights and Alzheimer’s Society believes there needs to be a concerted effort to raise awareness of the Equality Act and Flexible Working Regulations.

Alzheimer’s Society believes there should be a discussion of a variety of options to support the person to stay in work which includes long-term planning for an ageing society. 89% of employers believe that dementia will become a bigger issue for their organisation as the workforce ages, the retirement age rises and the number of people with dementia increases.

The Society supports the phasing out of the retirement age but, as part of this, employers must be prepared to address the needs of people with dementia at work. Ideally this would involve increased requirements for employers to allow caring leave and incentives for employers to develop carer support schemes. Support services should be able to help carers to continue to work.

Easier access to welfare and benefits. People with dementia and their carers often struggle to access their entitlements as a result of poor staff training and inappropriate assessment processes. We would like to see three changes:

• Decisions about Employment and Support Allowance (ESA) for people with dementia should be taken by Department of Work and Pensions and Job Centre Plus staff who understand the impact of dementia in order to avoid long, costly and distressing appeals. As a minimum, staff should attend an information session to become a Dementia Friend.
• Medical assessments for Personal Independence Payment (PIP) and ESA should be carried out by healthcare professionals with specialist knowledge and experience of dementia. The Society has developed a guidance document on the impact of dementia for healthcare professionals conducting assessments for PIPs. As a minimum, the Society campaigns for this guidance to be distributed to all assessors.
• The assessment process needs to be designed so that it accurately assesses the impact of dementia on a person with dementia’s life and ability to work.

Improved financial information, advice and guidance. The financial impact of giving up work particularly affects people with early onset dementia who are more likely to have financial commitments and dependent children. Health and social care organisations and professionals should refer people to appropriate sources of financial information, advice and guidance.

Provide flexible support services. Carers of people with dementia tell the Society that they struggle to access support services during working hours. This increases isolation and pressure on working carers. Health and social care organisations should ensure that a range of practical and emotional support services are made available outside of working hours.

Tackle stigma about dementia. People with dementia have reported negative reactions at work to their diagnosis, including bullying. Reducing the stigma attached to dementia would enable individuals to acknowledge and discuss any problems they might have at work because of their dementia and enable employers to make reasonable adjustments to support their needs. The Society works to tackle stigma by raising awareness and encouraging businesses and communities to become more dementia-friendly.

For more information and advice on dementia visit alzheimers.org.uk or call Alzheimer’s Society’s support line on 0333 150 3456.

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