Managing employees with dementia: a systematic review

Abstract

Background:The experience of developing dementia while in employment has been explored from the point of view of the employee, but less is known about the perspectives, experiences and needs of employers.Aims: To review systematically literature about the management of employees who develop dementia whilst in employment.Methods: Databases searched included MEDLINE, EMBASE, PsycINFO, CINAHL, BNI, ABI Inform, ISI Web of Science, Open Grey and dementia journals database; 44 documents were identified for inclusion in the review: 22 journal papers, one PhD thesis and 21 articles, reports and webpages from the grey literature. As all documents were qualitative in nature a thematic synthesis of their content was undertaken.Results: Three main themes and ten sub-themes were identified. The main themes concerned early presentation and identification in the workplace; reasonable adjustments for people with working age dementia; and the provision of information to raise awareness and facilitate informed choice. The evidence suggested that there is a lack of awareness about working age dementia and that this may impact negatively on employees. Guidance for employers offered suggestions for good practice.Conclusions: Guidance for employers is increasingly available although it rarely refers to the evidence base. There is a need for future studies that explore the effectiveness of guidance and training initiatives for employers. Examples of good practice where employees with dementia have been well supported in the workplace and who have been able to leave the workforce with dignity, would be helpful.

Dementia in the workplace: are employers supporting employees living with dementia?

“…Only a small number of participants had experience of employees living with dementia, which is perhaps an indication that many people permanently exit the labour market before receiving a diagnosis ([Author, 2018b]). A (poor) workplace exit has negative financial, social and emotional implications for persons living with dementia and their families ([Author, 2018b]; Carter et al, 2018;Greenwood & Smith, 2016;Harris & Keady, 2009;Ohman et al, 2001;Roach & Drummond, 2014;Roach et al, 2016;Thomson et al, 2019). Therefore, the importance of early diagnosis, and thus the possibility of timely inwork support, should not be underestimated; as well the creation of working environments where those with (and without) a diagnosis can speak to their employer (Age Scotland, 2016;Alzheimer's Society, 2015).…”

“…However, dementia literacy is poor (Cahill, Pierce, Werner, Darley, & Bobersky, 2015;Low & Anstey, 2009) and employees living with dementia are not supported ([Author, 2018b]; Chaplin & Davidson, 2016;Thomson, Stanyon, Dening, Heron, & Griffiths 2019). Age Scotland (2016) and the Alzheimer's Society (2015) have developed practical employer guidance.…”

“…However, many employers might not consider making adjustments to make the best use of, and retain, an employee's skills ([Author, 2018b]; Chaplin & Davidson, 2016). As performance deteriorates and tasks become more difficult, an employee living with dementia can be perceived as a 'poor worker' (Evans, 2019;Thomson et al, 2019).…”

“…This could be exacerbated by the lengthy diagnosis process associated with earlyonset dementia (Carter, Oyebode & Koopmans, 2018;Greenwood & Smith, 2016). Indeed many exit the labour market before receiving a diagnosis ([Author, 2018b] ; Evans, 2019; Ohman et al, 2001;Thomson et al, 2019).…”

“…The workplace exits experienced by people living with dementia are often poor, and can negatively effect the social, emotional and financial wellbeing of persons living with dementia and their families ([Author, 2015]; [Author, 2018b]; Carter et al, 2018;Chaplin & Davidson, 2016;Evans, 2019;Greenwood & Smith, 2016;Harris & Keady, 2009;Ohman et al, 2001;Roach & Drummond, 2014;Roach, Drummond, & Keady, 2016;Thomson et al, 2019). Thus, it is imperative that employers treat workplace exits sensitively.…”