As the workforce continues to age, employers are facing new challenges that HR professionals must recognize and address. One significant concern is cognitive decline. While often associated with advanced age, cognitive changes can begin affecting individuals in their 50s. At the same time, older employees are remaining in the workforce longer than ever before.

According to U.S. Census data, workers age 55 and older have been the fastest-growing segment of the labor force for more than two decades, representing 24% of the U.S. workforce in 2022, up from 10% in 1994. Additionally, 62% of older adults now work full-time, compared to 47% in 1987. Rising living costs, insufficient retirement savings, a desire to stay engaged, and other factors are contributing to longer careers and a growing need for employers to understand and address age-related workforce issues.

Functional memory – recalling a date or name – declines naturally with age, while dementia risk increases with age. Is there dementia in the workforce? Likely yes. The Alzheimer’s Association joined with Bank of America to examine cognitive impairment in the workplace. One finding: People are reluctant to acknowledge cognitive decline or dementia, and primary-care doctors often miss the conditions. About 50% of workers do not tell their bosses if they have an issue, especially if they are not yet eligible for Medicare and if they have young families.

Signs of Cognitive Decline

Usually, punctual employees are consistently late for meetings or miss them altogher.  Employees might be late to work because they “lose their way.”  Without recognizing multiple causes for performance issues, declining performance can wrongly be blamed on depression, substance use, stress or other issues. These workers could be subject to discipline and termination although in certain circumstances, ADA protections may arise. 

Per the Alzheimer's Association, they recommend the following actions for employers:

• Provide training to human resources personnel and supervisors on the warning signs of Alzheimer’s and dementia and on basic disability law through the Americans with Disabilities Act.
• Encourage employees to seek medical advice for early diagnosis and treatment, maintain healthy habits, and manage their health.
• Educate any outsourced work resources (for example, third-party human resources teams) on the best way to support workers with disabilities to ensure they share your supportive company culture.
• Help employees fully understand disability benefits and retirement and work options.
• Consider accommodations that can be unique to workers and jobsites, including options such as:
  • Simplifying or modifying employees’ roles, responsibilities, settings or routines
  • Flexible hours
  • Technology-based reminders
  • “Buddy” employees
  • Additional supervision
• Include employees’ trusted family members or friends, physician, and other members of the care team in discussions when feasible and desirable.
• Evaluate the status of any accommodations (from both workers’ and the employer’s perspective), adjustments that may be needed, and employees’ interest in remaining at work versus retiring.
• Provide training for employees – particularly client-facing employees – on recognizing the warning signs of cognitive decline in the event they experience it in those with whom they interact.
• Help to positively transition those living with dementia out of the workplace at the appropriate time by providing support and allowing for a dignified exit.

HR professionals should remain aware of several potential risks associated with an aging workforce. First, employers must be careful to avoid age discrimination. Older workers bring valuable experience, knowledge, and perspective to the workplace. Failing to treat them fairly during hiring, promotion, training, or other employment decisions can expose an organization to discrimination claims.

Second, employers should avoid making assumptions about an employee's abilities or motivation based on age. Many older workers are highly engaged, enthusiastic about their work, and serve as positive role models who help drive productivity and workplace success.

Finally, managers and supervisors should receive training on issues that may arise within a multigenerational workforce. Understanding age-related workplace considerations can help leaders respond appropriately and avoid potential legal or employee relations issues. If concerns arise involving an older employee, supervisors should consult with HR before taking action.

Source: Wall Street Journal 2/7/26, Alzheimer’s Association 8/8/24, SRYAHWA PUBLICATIONS 6/1/24, AARP 1/27/19