Supporting Employees with Parkinson’s

Parkinson’s disease is a progressive neurological condition that affects movement, coordination, and cognitive functions, and it is estimated that around 10 million people globally are living with Parkinson’s. Therefore, ensuring employees with Parkinson’s receive the right support is essential not only for their wellbeing but also for ensuring that they are able to continue to thrive in their role and maintain productive momentum.

The key to achieving this is implementing thoughtful workplace adjustments that allow employees to thrive while balancing business needs.

Parkinson’s symptoms vary significantly, but may include tremors, muscle stiffness, slowness of movement, fatigue, and cognitive changes. These can impact tasks such as typing, walking, speaking, or multitasking. While Parkinson’s does not affect every individual in the same way, employers must recognize that small adjustments can make a significant difference in an employee’s ability to perform their job effectively:

• Flexible Working Arrangements – allowing remote working or hybrid models can help accommodate the fluctuating energy levels that are sometimes caused by Parkinson’s. Additionally, offering more flexibility with working hours enables these employees to work when they feel most capable.
• Physical Adjustments to the Workplace – employers should consider the benefits of providing ergonomic chairs and adjustable desks to help improve comfort and combat against more physical symptoms. It can also be important to ensure easy access to rest areas and quiet spaces for breaks and take this into consideration when situating certain employees in the office.
• Technology and Assistive Tools – offering speech-to-text software for those who struggle with typing can be a great way of keeping productivity up through a reasonable adjustment.
• Task and Role Adjustments – consider modifying job responsibilities to focus on strengths and subsequently minimize strain by allowing additional time for tasks requiring fine motor skills or concentration.
• Supportive Workplace Culture – ensure that managers and colleagues are offered the appropriate training around Parkinson’s to foster a deeper understanding and a greater sense of inclusion. This encourages an open dialogue which will make all employees – not just those with Parkinson’s – feel that they can better voice their concerns and seek support.

Just as there is a business and moral case for these adjustments, it’s important to remember the legal compliance surrounding this, too. Employers must comply with disability discrimination laws, such as the Equality Act 2010 in the UK and the Americans with Disabilities Act in the US, which ensure reasonable accommodations are provided.

By making the effort to employ these thoughtful adjustments, businesses can maintain productivity and ensure employees with Parkinson’s have the tools they need to succeed, all the while remaining legally compliant. If you would like to discuss how we can help ensure your workplace is compliant for the needs of those with Parkinson’s, or any other progressive neurodegenerative disorders, please do get in touch with us today.