Alzheimer’s disease, a neurodegenerative condition that is the most common form of dementia, has workplace impacts that extend across generations.

Employers that recognize Alzheimer’s as requiring meaningful workforce strategies are better positioned to support older workers and younger employees experiencing early cognitive changes, as well as those with caregiving responsibilities.

No longer confined only to those in retirement

Today’s workforce comprises older adults working longer, employees in their 40s and 50s who may face younger-onset dementia and a sizable group balancing paid employment with unpaid caregiving. This multigenerational reality means Alzheimer’s is no longer confined to those in retirement; it also directly affects virtually every aspect of the workplace, including leadership development and retention, organizational culture, inclusion and daily workplace functioning.

Older workers may experience cognitive changes years before an official diagnosis. Stigma and fear may further complicate matters, leading people to avoid seeking help. Employers have several tools to assist employees with cognitive changes, such as:

• Ensuring access through benefit design to early evaluation and diagnosis, including coverage for cognitive assessments and evidence‑based diagnostics;
• Having clear pathways for employees to seek evaluation to reduce uncertainty, support timely care planning and inform appropriate workplace accommodations;
• Offering ADA‑aligned accommodations for employees with cognitive concerns to remain productive while managing symptoms;
• Equipping managers to act with compassion and to distinguish between emerging health issues and pure performance problems through targeted training and stigma-reduction resources;
• Leveraging Business Group on Health resources on mental health, stigma reduction and inclusive practices to strengthen manager and organizational capabilities.

Early-onset cognitive impairment among younger employees is less common, though it still can impact the workplace. Employers can help employees by ensuring access to timely diagnoses, appropriate treatment options and practical support. These might include boosting access to:

• Appropriate diagnostics and emerging treatments through plan design, with clear pathways for younger workers to be evaluated and referred;
• New blood‑based biomarker tests and related diagnostics as this area continues to evolve;
• Navigation support and employee assistance programs to help workers and their families understand options, coordinate care and address emotional strain;
• Financial planning tools and resources that help to inform decisions about work, income and long‑term planning in light of a new diagnosis.

Working caregivers span all ages

Alzheimer’s disease impacts working caregivers of all ages, who may experience absenteeism and other schedule disruptions and greater mental health challenges as they juggle appointments, treatments and crises. These challenges may be especially intense for women and “sandwich generation” employees, who simultaneously care for children and aging parents. In addition, Millennials and Gen Z employees may be secondary caregivers for family members with Alzheimer’s. In response to these workforce challenges, employers may seek to:

• Offer caregiver‑responsive policies such as flexible work options, scheduling support and paid caregiver leave as part of a broader leave strategy;
• Clearly communicate and consistently apply these policies to show that the organization values responsibilities outside of work;
• Strengthen caregiver support through targeted benefits and navigation services, including access to care navigation and financial and legal support;
• Connect caregivers with practical planning tools that help them manage complex, long‑term care journeys;
• Create employee resource groups and peer support circles for caregivers, to provide safe spaces for sharing strategies and reducing isolation.

Brain health as a workforce strategy

Another starting place for employers might be to position Alzheimer’s and related dementias as chronic conditions already part of population health strategies, such as existing well-being campaigns, especially those focusing on brain health.

Brain health, the state of cognitive, emotional, and psychological well-being that allows employees to think clearly, manage stress, adapt to change and perform at their best, can serve as a unifying theme across ages. In connection with brain health, employers can promote healthy lifestyle choices such as physical activity, nutrition, cardiovascular risk management and cognitive engagement.

Tools to navigate a changing landscape

To be sure, the Alzheimer’s landscape shifts as developments occur in diagnostics and emerging therapies. Employers need a reliable way to stay abreast of these developments and translate them into practical workforce strategy.

Business Group on Health provides resources to help with this evolving challenge. The organization serves as a thought leader and convener of employers and leading experts and creates opportunities to share insights and emerging benefit strategies. As they plan what comes next, members can tap into podcast episodes, relevant content, the employer community and other tools focused on brain health, caregiving, complex medical conditions and much more.