In the UK, it’s estimated that 890,000 people of working age are living with cancer, and 700,000 are juggling work and caring for someone with cancer. Many people continue working during or after having cancer, and will be looking to their employer for support.
People may choose to work with cancer for different reasons, such as keeping some sense of normality, and for financial reasons. Work can also give people a sense of purpose and achievement, supporting their health and wellbeing, which can also support with recovery. Colleagues and social connections at work can also offer comfort and support, and help an employee to navigate through difficult times.
Employers have a legal duty to try and make reasonable adjustments at work for employees with cancer. This is to ensure they are not treated less favourably due to having cancer – which would be classed as discrimination. We will explore reasonable adjustments in more later on, and look at how occupational health can support. Supporting your employees will help them to feel more engaged and motivated. It will also help you to retain your staff and their skills, benefiting both the employee and the company.
Understanding the different impacts on the employee
Cancer affects everyone differently, but below are some examples of how employees may be affected during a diagnosis and through treatment.
Psychological
A cancer diagnosis can be a huge shock, and can trigger feelings of fear, denial, anger, sadness and anxiety. Ongoing tests and treatments can also cause feelings of uncertainty, loneliness, frustration and grief, which can lead to emotional stress.
As well as worry for themselves, an employee may also be stressed about their financial situation, how they will look after any dependents, and what impact it will have on their relationships.
Having cancer can also put an employee at greater risk of developing depression and anxiety.
Physical
Treatment and side affects can cause symptoms that may include pain, fatigue, decreased energy levels, hair loss, weight changes, digestive issues and a reduced immune system. This may impact their ability to carry out tasks.
Additional supportive needs
Depending on the type of cancer, some employees may require support at home while they recover. This could put pressure on home-life and relationships.
Financial
Having cancer can cause a lot of financial strain and worry. Employees might be struggling to cope with keeping up household bills and general outgoings, especially if they encounter a drop in income due to things such as reduced hours or time off work.
Supporting the employee
Communication
From the point of diagnosis, take the time to speak with the employee and understand what their needs are and how you can help. You could suggest keeping a regular touch-point in the diary to allow you to check-in with how the employee is doing, which can allow you to make any changes to support where needed. If the employee is off work, it’s an opportunity to ask if they want to be kept up-to-date with any company news.
Try to remain understanding and sensitive
Going through a cancer diagnosis is a life-changing situation that can trigger a range of emotions. How an employee is feeling could alternate from one day to the next, and that is completely normal. It’s important to remain sensitive and empathetic to an employee going through cancer.
Understand the law and your legal requirements
The law in the UK considers having cancer a disability. In England, Scotland or Wales employees are protected from being discriminated against at work under the Equality Act 2010. In Northern Ireland the Disability Discrimination Act 1995 protects employees. This means an employee who has cancer or had cancer previously are protected by law from unfair treatment at work for the rest of their life. An employer has a legal duty to try and put reasonable adjustments in place.
Check if the employee wants their diagnosis to be communicated
Once an employee has let you know about their cancer diagnosis you could ask them if they would like their colleagues or team to be informed, or if they would like to do this themselves. They might not wish to tell their colleagues, and that is ok too, it is their choice.
Signpost to internal support
Living with cancer can impact all areas of life, so consider what internal support you can signpost the employee too. For example, if you have an employee assistance programme (EAP) that could provide support with things such as mental health struggles and financial difficulties. You may also have access to interventions such as online CBT or counselling sessions.
How occupational health can support
Occupational health can offer professional expertise on a range of topics to do with keeping employees safe and healthy in the workplace. This includes advice on things around job roles, absence and assessing risk. If your employee has cancer and you have an occupational health provider in place, a referral may be appropriate. Something to be aware of is that if you do want to refer an employee, you will require their full consent first. Below are some of the interventions occupational health can support with.
Risk assessments
These can be carried out at the point of finding out an employee has a cancer diagnosis, and reviewed on an ongoing basis – such as every few weeks as an employee undergoes treatment. A risk assessment should also be carried out as part of a return to work. These assessments will help to highlight what reasonable adjustments will be useful, and assess any changes needed to the employees duties. For example, a physically demanding job may have a different set of adjustments than someone who works at a desk.
Reasonable adjustments
These are accommodations made in the workplace to ensure that an employee is not placed at a disadvantage because of their disability. The employee should be involved in the process of identifying reasonable adjustments, as they know best what will help them to carry out their job effectively.
There is no fixed description of what reasonable adjustments should be used. This will be on a case-by-case basis. Occupational health can advise, and the employee can also give their input. It is then up to the employer to decide what they can put in place. This might depend on things such as how much the adjustment will help, how practical it is to make, cost, and how it will affect the employer. Some examples of reasonable adjustments that could be considered include:
- Flexibility in working hours, such as part-time or having a flexible start or finish time, so the employee can work when they feel able to.
- Time off to attend appointments, tests and treatments.
- Adapting the employee’s job role as needed.
- Additional breaks to help manage things such as tiredness and fatigue.
- Assessing the employee’s physical workspace to check if any changes are needed.
- Providing a disabled parking space.
- A phased return to work plan.
- Adjusting performance targets.
- Providing a chair for standing jobs.
- Allowing employees to work from home.
Supporting a return to work
Work in collaboration with the employee to put a return to work plan in place. Consider what happens before the first day back, as well as what will be put in place going forwards. It can include things such as changes to hours and duties, and when the next reviews will be. This should remain flexible to allow for any changes. Try to ease the employee back to work slowly, and be mindful that it can be hard to understand how tiredness will impact an employee – so things such as workload may need reviewing regularly.
Training for managers
Supporting an employee with cancer can be daunting for a manager; it can be difficult to know what to say or how best to help them. Training can help managers to build confidence in handling sensitive conversations and knowing what supportive steps can be considered. If you have access to an occupational health provider they may offer workshops and webinars with useful guidance for managers. If this is not available, the Macmillan Cancer Support website contains plenty of support for managers and employers.
Self-help resources
If you have an occupational health provider in place, it’s worth checking if they offer any self-help resources. For example, this could include access to videos and articles on topics such as looking after your mental wellbeing, physical health and ways to build resilience. These could be shared with the employee to help them look after themselves and support their recovery.
Further support
Macmillan Cancer Support – Resources for employers.
Young Lives vs. Cancer – Supporting young people at work with cancer.
CIPD – Guidance on supporting employees with long-term health conditions.
Support for employees from Macmillan Cancer Support:
Preparing for cancer
Coping with cancer treatment while working
Your rights at work
Work and cancer
Cancer and fatigue
Benefits and financial support
Sources:
www.macmillan.org.uk/cancer-information-and-support/get-help/financial-and-work/employers
www.macmillan.org.uk/dfsmedia/1a6f23537f7f4519bb0cf14c45b2a629/14824-10061/mac12981-your-rights-e04-intpd
www.realityhr.co.uk/how-should-employers-support-staff-with-cancer/
www.bupa.co.uk/business/~/media/files/mms/bins-05497.pdf
Ref: WPW0289 This information was published March 2024.
