The Equal Opportunities Commission (EOC) held a press conference today (26 September 2024) to announce the launch of How to Support Employees with Dementia at Work – A Practical Guide for Employer (the “Guide”). The EOC released the Guide with the aims of promoting better understanding of dementia among the general public and offering guidance for employers on supporting employees with dementia and those caring for persons with dementia. In addition to outlining the common difficulties faced by persons with dementia and dispelling the common misconceptions of dementia, the Guide provides recommendations to employers on measures they can take to facilitate employees with dementia and those caring for family members with dementia. The Guide also includes first-person stories of persons with dementia and their carers, which serve to offer society deeper insights into the challenges they face.

EOC Chairperson Ms Linda LAM Mei-sau said, “According to the World Health Organization, dementia is a rapidly escalating public health issue. Nevertheless, there remains widespread misunderstanding about dementia in society. Many people believe that the symptoms of dementia are limited to memory loss or that it is an affliction exclusive to the elderly. With September being ‘World Alzheimer’s Month’, the EOC has released this Guide, not only for enhancing public awareness of dementia and employees with dementia, but also for deepening employers’ understanding of the needs and rights of persons with dementia, such that they can provide more appropriate support to employees and avoid discrimination, thereby fostering a respectful and inclusive work environment.”

Ms Lam added, “As a statutory body responsible for implementing the four anti-discrimination ordinances, the EOC develops and publishes different guidelines or codes from time to time in light of the societal situation and needs, so as to enhance public understanding of the ordinances and their application. Indeed, the EOC released guides on various topics and themes previously, including those on guide dogs, universal design in catering services for persons with disabilities and equal access to justice for the deaf, as well as leaflets on supporting persons with tourette syndrome and epilepsy. We hope that these guidelines and codes will help enhance public awareness of different types of disabilities and assist stakeholders in providing accommodation for persons with disabilities, so that they can exercise their right of equal participation in society.”

According to research, an estimated 100 000 people were living with dementia in Hong Kong in 2009. The figure is projected to soar to over 330 000 people in 2039. The World Health Organization reported that up to 9% of those with dementia experience young-onset dementia (YOD). In Hong Kong, over 13,000 people have YOD, with the youngest onset age being 38.

At the press conference, Dr Henry SHIE Wai-hung, EOC Member cum Honorary Treasurer of the Hong Kong Alzheimer’s Disease Association said, “Many of these YOD patients were still working when diagnosed. With many people deferring their retirement, the number of elderly employees has been on the rise. This will likely bring the figure of employees with dementia to continue to increase. How to support them to continue their work will become a challenge for both the employers and those employees with dementia. Additionally, employees caring for persons with dementia at home may experience high levels of stress and emotional demands in balancing their work duties and caring responsibilities. They greatly need understanding and support from employers.”

Ms Doris TSUI Ue-ting, Head (Policy, Research, and Training) of the EOC, explained the protections for persons with dementia and their carers under the anti-discrimination ordinances at the press conference. Ms Tsui said, “Dementia refers to various degenerative brain syndromes and is a form of disability covered by the Disability Discrimination Ordinance. Persons with dementia are protected by the Ordinance, which prohibits employers from treating them less favourably, including dismissing them, on the ground of their disabilities. Instead, employers should provide them with reasonable accommodations, unless they can prove that providing these accommodations would cause them unjustifiable hardship or that the employees cannot perform the inherent requirements of the job. Furthermore, the Family Status Discrimination Ordinance also protects employees who care for immediate family members with dementia from discrimination in various public domains, including employment.”

In addition to introducing the types, causes and characteristics of dementia, the Guide corrects common misconceptions about dementia. Many people mistakenly believe that it is best to stop working after being diagnosed with dementia. In fact, the routine of working can keep patients socially connected and maintain a more structured and purposeful life, which help enhance their well-being. Moreover, dementia is a degenerative brain syndrome with a progressive condition. If employers can provide appropriate work accommodations, employees with dementia can still continue working.

In order to enable persons with dementia to continue working and maintain their income and social life, it is crucial to establish a dementia-friendly workplace for them. The EOC suggests that employers and employees with dementia should communicate openly, and employees should express their needs to their employers when necessary. Additionally, creating a calm and attentive atmosphere is beneficial for employees with dementia to concentrate on their work. Employers should also provide reasonable accommodations by adjusting work arrangements and environments, and employment practices to ensure that people with disabilities have equal employment opportunities. Examples include: adjusting job responsibilities according to abilities, using written or verbal reminders more frequently, breaking down complex tasks into simple steps, simplifying work processes, listing to-do tasks in numbers or symbols, allowing employees to temporarily leave their workstations for medical appointments or treatment, etc.

In addition to providing recommendations to employers on how to accommodate their employees with dementia, the Guide also provides suggestions to help employees caring for persons with dementia balance their caring responsibilities and work duties. Employers can offer flexible work arrangements for employees to work remotely, provide family or unpaid leave for carers to accompany family members for medical appointments and treatment, and offer resources to assist employees in managing stress and building resilience.

The EOC expresses gratitude to the Hong Kong Alzheimer’s Disease Association, the Jockey Club Centre for Positive Ageing and the Jockey Club Younger Onset Dementia Support Project for their participation in the consultation process of the Guide, as well as for providing valuable insights and suggestions. The EOC has uploaded the Guide to its website for reference and download by members of the public and employers.

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Equal Opportunities Commission
26 September 2024

The EOC launched a new guide How to Support Employees with Dementia at Work – A Practical Guide for Employer (the “Guide”) today (26 September 2024). Dr Henry SHIE Wai-hung, EOC Member cum Honorary Treasurer of the Hong Kong Alzheimer’s Disease Association (third from right); Dr Ferrick CHU Chung-man, Executive Director (Operations) (third from left); Ms Doris TSUI Ue-ting, Head (Policy, Research and Training) (second from right); and Ms Stacey CHAN Siu-kan, Policy, Research & Training Officer of the EOC (first from right) introduce the content of the Guide at the press conference. Dr David DAI Lok-kwan, Vice-Chairman (External Affairs) (second from left) and Ms Maggie LEE Nga-yee, Executive Director of the Hong Kong Alzheimer’s Disease Association (first from left) join the press conference to explain the symptoms of dementia and share examples of accommodations provided by employers for employees with dementia.