Dementia awareness week: Dementia and making reasonable adjustments

This guest blog was written by Maurice Lawrence, our Disability Training & Consultancy Specialist.    

What is Dementia Action Week?

Alzheimer’s Society’s Dementia Action Week is an annual awareness campaign that brings together communities, schools and workplaces to raise awareness of dementia, tackle stigma, encourage early diagnosis and promote inclusion.

This year’s campaign runs from 18–24 May 2026 under the theme “Forget Me Not”, encouraging people to share their lived experiences and highlight the importance of better care, support and research for people living with dementia and their families.

Why talking about dementia at work matters

The UK workforce is changing. More people are working later in life, and as the retirement age rises, the number of employees living with dementia while still in work is expected to increase significantly.

This shift is already reflected in employment trends. The employment rate for people aged 50–64 reached 71.6% in 2025, compared with 57.2% in 1995. At the same time, dementia diagnoses continue to rise, meaning more employees will be impacted directly or indirectly.

As a result, employers are increasingly recognising dementia as a workplace issue – one that affects not only employees living with the condition, but also those balancing work with caring responsibilities.

Dementia in the workplace: the current picture

According to Alzheimer’s Society’s 2024 report The Economic Impact of Dementia, around 982,000 Dementia is already one of the UK’s most significant and fast-growing health challenges. According to Alzheimer’s Society’s 2024 report The Economic Impact of Dementia, around 982,000 people are currently living with the condition in the UK, with this number projected to rise to 1.4 million by 2040.

But behind these headline figures is a broader and more complex reality, one that increasingly affects the workplace.

Alzheimer’s Society data shows that one in three people living with dementia do not yet have a diagnosis, meaning many employees may be supporting loved ones without access to formal care or guidance. At the same time, most people with dementia continue to live at home, often relying on informal support from family members rather than formal services.

This has a clear impact on the workforce. Many employees find themselves reducing their hours, stepping back from career progression, or leaving work altogether to manage caring responsibilities. The wider economic impact is significant: earlier Alzheimer’s Society research estimated that dementia cost UK employers £3.2 billion in 2019, a figure expected to rise to £6.3 billion by 2040.

More broadly, dementia also highlights a persistent gender imbalance in both health and care. Women make up around two-thirds of people living with dementia but also the majority of unpaid carers, often supporting parents, partners or other close family members alongside their own work commitments.

It’s also estimated that more than 70,000 people under the age of 65 are living with dementia in the UK, many of whom are still employed. Despite this, stigma surrounding dementia remains a major barrier, with employees often reluctant to disclose concerns or seek support for fear of misunderstanding or discrimination.

Practical adjustments that can make a difference

There are many practical ways employers can support employees affected by dementia during Dementia Action Week and beyond.

1. Raise awareness

Participating in campaigns such as “Forget Me Not” can help start conversations, reduce stigma and encourage employees to share experiences and seek support earlier.

2. Occupational health support

Occupational health assessments can help employers understand how dementia affects someone’s ability to do their role and identify suitable adjustments and support plans.

3. Adjust the working environment

Simple environmental changes can make a significant difference, including:

• Providing quieter workspaces with fewer distractions
• Supporting home or hybrid working
• Improving lighting and signage
• Reducing unnecessary noise or interruptions

4. Use supportive technology

Technology can help employees manage memory and concentration difficulties. Useful adjustments may include:

• Reminder systems and digital prompts
• Voice recognition software
• Noise-reducing equipment
• Calendar alerts and task-management tools

5. Review job responsibilities

Some employees may benefit from adjustments to workload, responsibilities or pace of work. In some cases, a different role may better suit the person’s changing needs and abilities.

6. Offer wellbeing breaks

Fatigue and stress can worsen cognitive difficulties. Allowing regular breaks throughout the day can help employees manage their wellbeing more effectively.

7. Encourage peer support

Buddy schemes, regular check-ins and supportive line management can help employees feel less isolated and more confident discussing challenges.

8. Maintain ongoing conversations

Dementia is a progressive condition, meaning needs may change over time. Regular, open and supportive conversations are essential to ensuring adjustments remain effective.