Employee wellbeing: Supporting employees impacted by Alzheimer’s

What is Alzheimer’s disease?

Alzheimer’s disease is a progressive neurodegenerative disorder that gradually damages brain cells, leading to memory loss, cognitive decline, and behavioral changes. It is the most common cause of dementia, accounting for nearly 60–70% of cases worldwide.

According to the National Library of Medicine, more than 55 million people live with dementia, with Alzheimer’s contributing to the majority. In India, the prevalence is rising rapidly, primarily due to an aging population, with an estimated 5.3 million cases by 2050.

While commonly associated with older adults, Alzheimer’s can also affect younger individuals, a condition known as early-onset Alzheimer’s disease. In such cases, symptoms may begin in the 40s or 50s, and progression is often faster, creating unique workplace challenges. 

Does Alzheimer's disease occur in younger adults?

Yes, Alzheimer's disease can affect individuals under the age of 65, a condition known as early-onset Alzheimer's disease. While less common than late-onset Alzheimer's, early-onset cases are rising globally. According to the National Library of Medicine, in India, the prevalence of dementia among those over 60 is approximately 7.4%, with early-onset cases being increasingly recognized.

Symptoms in younger adults may include memory loss, difficulty performing familiar tasks, and changes in mood or behavior. These signs can be mistaken for stress or other mental health issues, leading to delays in diagnosis. Genetic factors, such as mutations in the APP, PSEN1, or PSEN2 genes, can contribute to early-onset Alzheimer's, though most cases are sporadic.

Given the impact on individuals during their prime working years, it's crucial for employers to be aware of early-onset Alzheimer's and support affected employees through accommodations and resources. Recognizing the signs early can lead to better management and quality of life for those affected.

Common symptoms of Alzheimer’s in younger adults

• Memory loss: Forgetting important deadlines, client discussions, or recently assigned tasks.
  
• Confusion: Struggling to keep track of meetings, schedules, or workplace locations.
  
• Difficulty performing familiar tasks: Tasks that were once routine, like preparing reports or following a project plan, suddenly become overwhelming.
  
• Disorientation: Employees may appear lost in familiar office settings or forget how they reached a meeting room.
  
• Language and communication problems: Losing track during conversations, repeating questions, or struggling with common terms during discussions.
  
• Poor judgment and decision-making: Mismanaging budgets, overlooking key details, or making uncharacteristically risky choices.

Alzheimer’s vs. normal aging-related memory loss

• Normal aging: An employee may occasionally forget a colleague’s name, need reminders about deadlines, or take longer to learn a new tool, but they can still manage their tasks effectively.
  
• Alzheimer’s: Repeatedly forgetting important information, struggling with familiar responsibilities, or needing constant assistance to complete routine tasks. These issues directly disrupt independence and workplace performance.

Impact on employees and work performance

1. Cognitive challenges affecting job performance: Alzheimer’s can interfere with focus, memory, and decision-making, making once-routine tasks difficult to complete. Employees may miss deadlines, struggle with problem-solving, or require additional support to meet expectations.

2. Emotional and psychological impact: For the employee, the diagnosis can bring feelings of fear, frustration, or embarrassment. Colleagues, too, may experience confusion or stress when they notice changes in behavior but don’t fully understand the cause. This emotional weight can affect team cohesion and productivity.

3. Challenges for caregivers: In some cases, employees aren’t patients themselves but caregivers for family members with early-onset Alzheimer’s. Balancing demanding work schedules with caregiving responsibilities can lead to burnout, absenteeism, and reduced engagement at work.

4. Workplace stigma and misunderstanding: Alzheimer’s is often misunderstood, especially in younger adults. Colleagues may mistake symptoms for negligence, lack of interest, or poor performance. Without awareness, this can lead to stigma, isolation, and unfair treatment of the affected employee.

Role of employers in supporting affected employees

Employers play a crucial role in supporting employees affected by Alzheimer’s, whether they are directly diagnosed or caring for a loved one. By providing safe disclosure channels, reasonable accommodations, and flexible work arrangements, organizations can help employees manage their responsibilities without compromising wellbeing. Access to Employee Assistance Programs (EAPs), peer support networks, and wellness resources further empowers both patients and caregivers, while awareness campaigns and an inclusive culture reduce stigma and misunderstanding. 

Proactive HR policies that prioritize empathy, flexibility, and practical support not only enhance employee wellbeing but also strengthen trust, engagement, and productivity across the workplace.

Practical measures for employee wellbeing

1. Regular training for managers: Equip managers to recognize early signs of cognitive decline, hold sensitive conversations, and provide reasonable support without bias. Training also helps managers respond with empathy rather than judgment.

2. Employee Assistance Programs (EAPs): Offer confidential counseling, stress management resources, and legal or financial advice tailored to both patients and caregivers. EAPs can be a lifeline in helping employees cope with the emotional and logistical challenges of Alzheimer’s.

3. Peer support networks: Create employee-led groups or forums where affected individuals and caregivers can share experiences, tips, and encouragement. Such networks reduce isolation and normalize conversations around dementia in the workplace.

4. Access to cognitive health resources: Introduce wellness programs focused on brain health, such as mindfulness training, memory games, or lifestyle education on sleep, exercise, and nutrition. These not only support those at risk but also promote overall workforce wellbeing.

Conclusion

When organizations offer understanding, flexible work arrangements, and access to resources like counseling or wellness programs, employees feel seen, valued, and supported. In turn, this care pays off: teams stay productive, morale improves, and the company earns a reputation as a workplace that truly cares. Fostering empathy, inclusivity, and practical support creates a space where employees can thrive, and organizations can grow stronger together, because when people feel supported, everyone wins.