The UK Government has published a framework to support employers to report voluntarily on disability, mental health and wellbeing in the workplace.  Developed in partnership with large employers and experts including leading charities the framework is aimed at employers with over 250 employees but can be used by businesses of any size.  The publication follows a recommendation in the independent Thriving at Work Review carried out in 2017.  The framework provides separate reporting recommendations for disability and for mental health and well being.  Specifically in terms of disability it is suggested that employers:- 

A.  provide a narrative explaining the activities carried out in their organisation in relation to the recruitment and retention of disabled people; and 

B.  report on the percentage of individuals within the organisation who consider themselves to be disabled or have a long term physical or mental health condition. 

In terms of mental health and wellbeing the reporting recommendation is that employers:- 

A.  provide a narrative explaining the activities carried out in their organisation in relation to supporting the health and wellbeing of employees; and 

B.  report the output of staff surveys that provide measures of employee wellbeing. 

The framework also provides examples of questions to ask employees as well as setting out the benefits of voluntary reporting. 

A study published in the scientific journal Occupational Medicine has found that there is a lack of awareness about working age dementia and that this negatively impacts on employees.  Despite the obligation under the Equality Act 2010 to provide reasonable adjustments the report, Managing employees with dementia: a systematic review, identified a reluctance to offer adjustments following a diagnosis with those in lower paid and manual jobs more likely to face dismissal.  The report concluded that the value of awareness raising and training initiatives as well as guidance for employers needs to be explored. The report also stated that examples of good practice where employees with dementia have been able to remain in the workforce for as long as is practicable and who have left the workforce with dignity and support would be helpful.