When an employee is recovering from a mental health condition, brain injury, or cognitive impairment, understanding what they can safely and successfully do at work becomes essential. That’s where a Cognitive Demands Analysis (CDA) comes in.
At SOMA, we use CDAs to objectively assess the mental and cognitive requirements of a job. This allows employers, insurers, and healthcare teams to make informed decisions about return-to-work planning, accommodations, or vocational rehabilitation.
In this article, we’ll walk you through:
- What a CDA is
- What happens during the assessment process
- Who benefits from it
- And how it fits into the broader recovery journey
What Is a Cognitive Demands Analysis?
A Cognitive Demands Analysis is a structured assessment that identifies the mental, emotional, and cognitive tasks required for a specific job. Unlike a traditional physical demands analysis or job demand analysis, a CDA focuses on how the brain and mind are used at work.
Think of tasks like:
- Problem-solving
- Memory and recall
- Multitasking
- Reading comprehension
- Sustained attention
- Social interaction
- Stress tolerance
- Decision-making under pressure
These are all crucial cognitive skills, and a CDA helps quantify how much of each is needed in a given role.
When Is a CDA Used?
A CDA is especially valuable in cases where an employee has experienced:
- A traumatic brain injury (TBI)
- A stroke or neurological event
- Mental health conditions such as anxiety, depression, or PTSD
- Cognitive decline or memory impairments
- Post-concussion syndrome
- Or any situation where returning to cognitive tasks may be affected
In these cases, a CDA provides the information needed to answer critical questions like:
- Can the employee safely return to their role?
- What tasks might need to be modified?
- Are there accommodations that would support a successful return?
What Happens During a CDA?
Here’s a breakdown of what typically happens in the Cognitive Demands Analysis process:
1. Initial Consultation and Referral Review
We begin by reviewing the referral information, medical background, and job description provided by the employer, insurer, or treating physician. This gives us the context for what’s being asked and why.
2. Task Breakdown and Cognitive Categorization
Each component of the job is broken down into individual tasks. For each one, we evaluate the cognitive requirements based on standardized categories, such as:
- Memory (short-term, working, long-term)
- Attention (sustained, selective, divided)
- Executive functioning (planning, organizing, prioritizing)
- Communication (verbal and written)
- Social cognition (interpersonal interaction, customer service)
We also consider environmental factors such as noise levels, distraction, and work pace.
3. Report and Recommendations
The result is a comprehensive report that outlines:
- The cognitive requirements of the job
- Areas that may present barriers based on the employee’s current condition
- Suggested modifications or accommodations (e.g., memory aids, shorter shifts, quiet workspace, reduced multitasking)
- Recommendations for gradual return-to-work, if applicable
Why Is a CDA So Valuable?
A CDA creates clarity - for both the employer and the employee.
For Employers:
- Supports legal compliance with accommodation and disability legislation
- Helps avoid re-injury or setbacks due to premature return
- Informs HR and occupational health teams on realistic expectations
For Employees:
- Builds confidence in returning to work in a supported way
- Ensures tasks align with recovery stage
- Reduces anxiety around performance or safety concerns
SOMA’s Expertise in Cognitive Assessments
We take a functional, person-centred approach to all assessments. Our Cognitive Demands Analyses are completed by experienced professionals who understand both the science of cognition and the realities of the modern workplace.
We collaborate with insurers, employers, legal professionals, and healthcare providers to ensure that everyone has a shared understanding of what is required, what is possible, and what supports are needed.
Recovery from cognitive injury or mental health issues doesn’t follow a one-size-fits-all path - and return-to-work planning shouldn’t either.
A Cognitive Demands Analysis bridges the gap between medical recovery and job requirements, offering a clear, objective foundation for safe reintegration into the workplace.
If you’re navigating a complex return-to-work situation, let’s talk. We can provide the insight you need to move forward with clarity and confidence.
