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Alzheimer's Disease, Caretakers, and the Workforce

March, 2008

Each year, employers spend $36.5 billion dollars in indirect costs for caretakers of people with Alzheimer's disease (AD) and other forms of dementia.1 Alzheimer's disease is a form of dementia, a brain disorder that severely impairs a person's ability to perform normal tasks.2 The onset of AD is usually around age 60: It starts slowly in the parts of the brain that control memory, thoughts, and language. As the disease progresses, persons with AD may not remember familiar people's names or faces, and may have problems speaking, reading, or writing.2 In the late stages, they may become aggressive or anxious, and may wander away unaccompanied. There is no treatment to stop the disease, but some drugs can delay deterioration.2

Why Employers Should Care

Fourteen million Americans will likely develop Alzheimer's disease or some other form of dementia by 2010. According to the Alzheimer's Association, the disease will cost the U.S. health care system as much as $160 billion each year by 2010.1 Seventy percent of Alzheimer's and other dementia patients live at home where a family member or friend provides care.1 A recent report found that nearly 10 million Americans provide unpaid care for Alzheimer's patients. In 2007, this equated to $89 billion for 8.4 billion hours of unpaid care.1

Alzheimer's disease is particularly distressing for family members and caretakers. Caring for a loved-one with AD takes time and can become increasingly difficult and stressful as the person deteriorates. Caretakers can become depressed, lack sleep, and develop health problems from their increased duties and stress.3 According to one study, 8% of employees had to turn down promotions, 18% had to take extended time off from their job, 13% had to reduce their work hours, and 8% had to quit their job to meet the demands of caregiving.1 Caretakers who take these steps lose valuable benefits such as employer contributions to their own retirement fund.

What Employers Can Do

  • Provide an employee assistance program (EAP) to help employees make decisions about care options.
  • Provide a comprehensive list of community and national resources that employees can use (e.g., food delivery, nursing homes, and advocacy organizations).
  • Alert employees to flexible spending account (FSA) provisions that allow for elder care services (in home or in an adult daycare center).
  • Consider making existing dependent care credits open to elderly dependents in addition to children.
  • Allow employees more flexibility in their work schedule to accommodate care giving requirements.


References:

  1. Alzheimer's Association. 2008 Alzheimer's Disease Facts and Figures. Available at: http://www.alz.org/alzheimers_disease_facts_figures.asp. Accessed March 25, 2008.
  2. National Institutes of Health, Department of Health & Human Services, MedlinePlus. Alzheimer's Disease. Available at: http://www.nlm.nih.gov/medlineplus/alzheimersdisease.html. Accessed March 25, 2008.
  3. Alzheimer's Association. Caring for Alzheimer's: Coping. Available at: http://www.alz.org/living_with_alzheimers_coping.asp. Accessed March 25, 2008.

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