It’s estimated that five to six percent of people diagnosed with Alzheimer’s disease have an early-onset form of the condition. These individuals are generally diagnosed before the age of 65. Although people can retire at varying ages, full retirement age is usually between 65 and 67. That means it’s highly likely that someone who’s been diagnosed with early-onset Alzheimer’s disease is still working. If you’ve received a diagnosis, it’s understandable that you may be wondering how the condition could affect your job and what to do about it. The good news is that you can effectively navigate your new life with the right plan.
How The Early Symptoms of Alzheimer’s May Impact Your Job
Depending on what led to your diagnosis, you may already be aware of some of the symptoms that may affect your job role. That doesn’t mean you know them all, though. That’s why it’s important to be aware of the possible issues that could arise. Some of the early signs of Alzheimer’s disease can include:
- Memory loss that affects your everyday life
- Trouble with problem-solving
- Losing track of time and dates
- Having difficulty with carrying out daily tasks
- Being unable to maintain your balance
- Having trouble with judging distance and other spatial challenges
- Being unable to see well and navigate changes in contrast
- Having trouble finding the right words so you can’t continue a conversation
- Misplacing items and being unable to retrace your steps to find them
- Poor judgment that affects financial decisions
- Poor grooming
- Not wanting to be a part of social activities
- Mood and personality changes such as anxiety, irritability, or depression
Even if you aren’t experiencing all of these symptoms right now, you can likely see how they could disrupt your job. For example, difficulty tracking time may cause you to miss deadlines. Additionally, poor decision-making may interfere with how you prioritize tasks or delegate responsibilities on a team project. Depending on your job, issues with balance and vision can also pose serious safety concerns.
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Tips to Keep Working
While it’s your decision if you want to disclose your condition to your employer, it may be best to have that conversation as soon as possible. By doing this, you allow your employer to provide the accommodations you need for your role or adjust your responsibilities so you can carry out functions that may be less strenuous.
When talking to your employer, it’s helpful to describe your current symptoms and whether they affect your responsibilities. Since Alzheimer’s is generally a progressive condition, you should let them know that these symptoms may worsen and that others may appear and become an issue.
For example, if driving is part of your responsibilities, it’s best to note that Alzheimer’s may compromise your ability to do so safely over time. In that case, it may be a good idea to move you to another role without similar safety concerns.
Of course, it’s also helpful to offer your employer solutions during that conversation. You may already have an idea of another role in the company where your condition may not present the same challenges. If you’d prefer to keep your current role, discuss possible accommodations that may make your responsibilities easier to carry out.
Before discussing the accommodations, though, it’s good to know your rights as an employee. That’s where the Americans with Disabilities Act (ADA) comes in.
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Your Rights as an Employee
Sometimes, when people hear about the ADA, they think about potential benefits if they have certain conditions. While there can be Social Security benefits if you’ve been diagnosed with Alzheimer’s disease, that’s not the only thing you can gain. By qualifying for disability, you may also be eligible for certain workplace accommodations that make it easier for you to do your job.
Once you’ve been diagnosed, it’s a good idea to contact your local Social Security office to find out if you qualify for disability. Some of the factors that can affect your eligibility are:
- Your work history
- The severity of your condition
- If your condition allows you to do your current job
- If your condition allows you to do any other job
As you might expect, proving your disability will also require certain documents. While you need to get the details from your local Social Security office, these documents can include:
- A formal diagnosis from a qualified health care professional
- Relevant medical records documenting the condition, including neuropsychological evaluations and brain imaging
- Verification of your work credits
Even before qualifying for disability, having documented proof of your diagnosis may help when talking to your employer. They offer clear proof of your condition and why you may need things to be modified.
However, if you’re approved for disability, the law is on your side as long as the employer has more than 15 employees and your accommodations won’t cause them undue hardship. For your discussion, undue hardship is defined as significant difficulty or expense. It focuses on the resources and circumstances of the particular employer in relation to the cost or difficulty of providing a specific accommodation. Undue hardship generally refers not only to financial difficulty, but to reasonable accommodations that are unduly extensive, substantial, or disruptive, or those that would fundamentally alter the nature or operation of the business. Your employer would need to determine for themselves what they would consider to be an undue hardship in your case.
According to the ADA, your employer is required to provide reasonable accommodations for employees with disabilities. While this list is far from exhaustive, it can mean some of the following:
- Making existing facilities accessible
- Job restructuring
- Part-time or modified work schedules
- Acquiring or modifying equipment
- Changing tests, training materials, or policies
- Providing qualified readers or interpreters
- Reassignment to a vacant position
- Medical leave
- Working from home
You should also note that certain changes aren’t considered reasonable and, as such, aren’t required. These can include:
- Removing or eliminating an essential function from a job
- Lowering production standards
- Providing personal-use items such as a prosthetic limb, a wheelchair, eyeglasses, hearing aids, or similar devices if they are also needed off the job
Of course, your employer may choose to do so if they desire.
With all of that said, discussing your needs with your employer can become a negotiation. That’s why it’s important to start by assessing how your condition may affect your current role and which modifications can most effectively help you to keep contributing.
While learning that you have Alzheimer’s disease may be daunting, it’s important to know how to adjust your routine. For many people with the illness, still being able to work is an integral part of their everyday lives. If you’re wondering how to move forward, it’s a good idea to assess how your symptoms may affect your responsibilities and talk to your employer about potential accommodations. Before you do that, though, ensure that you know what your rights are. That information can be critical when talking about what you need to remain a valuable part of the workforce.