How to Support Employees Affected By Cancer

Cancer is, unfortunately, a reality that many people may face at some point in their lives, either personally or through a loved one. Almost 45,000 people in Ireland receive a cancer diagnosis each year, and for those diagnosed, balancing work with treatment and recovery can be incredibly challenging. As employers and colleagues, it is essential to recognise the unique difficulties these individuals encounter and provide the necessary support. Creating awareness about cancer in the workplace is about ensuring that employees feel safe and supported, even during one of the most difficult times of their lives.

The Importance of Awareness and Support

Employers play a crucial role in supporting employees who face cancer diagnoses. By being equipped with awareness and resources, they foster a compassionate and understanding workplace environment that can significantly ease the emotional and practical burdens on affected employees. This year, new research from experts in workplace cancer support Reframe, found that 71% of employees felt their employer was not fully prepared to support them during their experience dealing with cancer, with just 31% of respondents saying they received support and advice from HR throughout (1). The overall consensus was that their employee benefits were not satisfactory, with 45% also saying they felt they had become a workplace burden. 

Providing support through flexible work arrangements, comprehensive health benefits, and mental health resources not only helps employees manage their treatment and recovery but also enhances their overall wellbeing. Additionally, a supportive work culture promotes inclusion and reduces stigma, making it easier for employees to seek help and navigate their health challenges. 

For many people, work is a significant part of their identity and provides a sense of normalcy and purpose. This makes offering support to employees affected by cancer particularly important, as for some, it can help them maintain a connection to their professional identity and routine despite their health challenges. 

Awareness also enables employers to offer flexible work arrangements, tailored to accommodate the unique needs of employees undergoing cancer treatment. At Esri Ireland, a strong support system at work proved invaluable to one employee as she navigated through extremely challenging circumstances;

"Having had both my mam and sister pass away from cancer in the last three years, ‘the C word’ has been very close to home. Back in 2012, I myself had major surgery to remove a large ovarian tumour. Ovarian cancer is called the silent cancer as symptoms often go undetected or are disguised as other health concerns. Thankfully, I didn’t require chemotherapy. My tumour was downgraded to borderline ovarian cancer, with my treatment consisting of surgery only.

Through the Caring, Health & Wellbeing Supports in place at Esri Ireland back then and to this day, I’ve been extremely fortunate. As part of our Private Health Insurance Package, we are entitled to six free counselling sessions per year with access to IACP Accredited Counsellors. There is full cover for one mammogram test per year; full cover on outpatient scans (MRI, CT, PET) in approved out-patient scan centres; fitness screening; 'tea, talk and training webinars on a wide range of topics like meditation, living well, and the menopause. We have access to our health insurance provider's EAP Portal with online resources covering topics such as sun safety, Polycystic Ovary Syndrome awareness and cervical cancer awareness.  There is generous bereavement and compassionate leave entitlements and medical care leave for cancer care-taking challenges that employees may face.

Most importantly, everyone in the team is open to having vulnerable conversations. They’re compassionate and understanding when colleagues are going through tough times and there’s lots of practical support to buoy each other up."

-Joanne McLaughlin, Head of Marketing at Esri Ireland

Read Joanne's article on raising awareness and the importance of having workplace conversations here

Cancer’s impact extends beyond physical health, often leading to significant mental health challenges such as anxiety, depression, and stress. Awareness initiatives can play a key role in addressing these issues by promoting the availability of mental health resources in the workplace. By encouraging a holistic approach to employee care, these initiatives ensure that individuals receive the psychological support they need alongside their medical treatment.

Joanne’s experience highlights just how critical it is for employers to provide robust support systems. The availability of comprehensive health plans, emotional resources, and flexible care options makes a profound difference during life-altering situations. Offering this level of support not only eases the burden on employees during their most vulnerable moments but also reinforces a culture of empathy and care within the organisation. As a leader, ensuring that these support structures are in place means fulfilling your role as a compassionate and responsible employer.

How to Support Employees Affected By Cancer

Provide flexibility

Providing accommodations for employees affected by cancer is essential for supporting their wellbeing. For those who have received a diagnosis and are undergoing treatment but do not wish to leave work fully, flexible work arrangements such as modified hours, remote work options, or reduced workloads, can help them to manage their treatment schedules and alleviate the stress of balancing work with medical needs.

Additionally, offering reasonable adjustments, such as ergonomic workspace modifications or temporary changes in job duties, can ensure that employees are able to perform their roles comfortably. By implementing these accommodations, you are clearly demonstrating a commitment to your employees' health, fostering a supportive environment during such a challenging period. This proactive approach not only helps employees navigate their cancer treatment with less strain but also reinforces a positive and inclusive workplace culture.

As Joanne noted, "flexibility with the practicalities of attending check-ups, scans and consultant appointments empower employees during difficult times. At Esri Ireland, this is evidenced through our Trust Index survey data, where we scored 96% on the question 'I am able to take time off from work when I think it's necessary'. The organisation also has policies around grief and loss, including generous compassionate and bereavement leave – so employees are given the space they need, when they need it most."

Educate employers and employees

Implementing training programmes for managers and staff is key to supporting employees affected by cancer. It's normal for both employers and employees alike to have questions, so knowing how best to support individuals going through this will help ensure a supportive environment is enforced from the get-go.

Education for employers

For employers, this education piece could be done through things like managerial training programmes, where they can learn about the basics of cancer, including common types, treatment options, and the potential physical and emotional impacts on employees. This knowledge helps managers better understand the needs of affected employees. Within this training, managers should also be educated on how to have sensitive conversations with employees diagnosed with cancer. These conversations require a balance of empathy and professionalism, ensuring that employees feel supported while their privacy and dignity are respected. By handling these discussions with care, managers can help alleviate anxiety and build trust, which is crucial for maintaining morale and fostering a positive work environment during challenging times. 

Another way to educate is to encourage HR and leadership to establish and manage support systems within the workplace. Peer support groups can allow employees to share their experiences, offer mutual support, and discuss challenges. These groups can provide a safe space for employees to connect with others who understand what they're going through. Equipping yourself with resources like policy handbooks, legal guidelines, and access to support networks can further help employers with the tools they need to offer appropriate assistance.

Education for employees

Education for employees is essential in fostering a supportive environment for colleagues undergoing cancer treatment, or colleagues experiencing this through a loved one. Comprehensive training programmes can include workshops, seminars, or online courses facilitated by healthcare professionals or cancer survivors to educate employees. Such educational initiatives can demystify the disease, reduce stigma, and provide employees with practical knowledge on how to offer appropriate support. This understanding not only enhances empathy but also equips employees with the skills to engage with their colleagues in a respectful and supportive manner.

Additionally, integrating cancer prevention into an organisation's wellness programmes is a hugely beneficial way to spread awareness, as well as educating on how to look out for symptoms. Offer screenings and preventive care resources, such as informational brochures, a dedicated intranet page, or access to counseling services - all of these can further support employees in their efforts to be compassionate and informed.

Open and honest communication

Creating a safe space for any employee affected who may wish to confide in you as an employer is vital for fostering that supportive work environment. If done right, this open communication allows employers to check in with affected employees, providing them with the necessary support while respecting their privacy and boundaries. This approach helps in maintaining a connection with the employee, ensuring they feel valued and understood, which can significantly reduce feelings of isolation and stress.

It is important to show empathy and understanding towards the employee during this difficult time. We asked the Irish Cancer Society the best practices for when an employee comes to talk to you about a cancer diagnosis:

• Avoid distraction by organising a confidential area to speak
• Reassure the employee that conversations will be kept confidential
• Allow the employee to speak at their own pace
• Listen to what they have to say and don’t feel a need to respond
• Don’t agree or disagree – keep your response neutral, such as simply nodding your head. You will learn more from listening to them
• It is okay to ask questions but take your cue from them; if they feel uncomfortable answering the question, don’t push them for an answer. Some people are quite private while others will be open
• Pay close attention and try not to interrupt, then summarise what you’ve discussed
• Let the employee know that you care and that your door will be open to them should they wish to discuss anything. Encourage them to continue communicating with you

In addition, provide the employee with the details of any Employee Assistance Programme supports (if relevant), including counselling supports, as well as legal and financial information.

As Joanne noted, "by having these types of conversations underpinned by robust supports, we can foster healthier workplace cultures; workplaces where we can create meaningful impacts that go way beyond transactional wellbeing initiatives. For me, this has been invaluable and given me a huge sense of security and agency during my journey."

Review policies and procedures

In addition to fostering a supportive work environment, awareness is crucial in ensuring that employers meet their legal and ethical obligations. Employers are required by law to provide reasonable accommodations to employees with serious health conditions like cancer. It is recommended to think ahead of time about how to communicate with any affected employees, how they may be facilitated to work during treatment if possible and how to confidently return to the workplace post-active treatment (often with ongoing care). This will make the situation easier for all involved and avoids an ad hoc response, according to the Irish Cancer Society;

"A good starting point is the development of a standalone workplace policy on cancer and other chronic or serious illnesses, which outlines supports for those who have been diagnosed with cancer. This should include provisions for sick leave, attending medical appointments, a regular point of contact at the company, modifications to the workplace, and organisational principles for supporting people affected by cancer. Where this is not possible, provisions for supporting employees with chronic or serious illness should be included in a company’s sick leave policy."

The Irish Cancer Society have a template for a Cancer and Chronic or Serious Illness Policy for employers, which can be accessed here.

At Great Place to Work we have seen great initiatives taken on this by marketing and communications agency Core, who in 2023 brought in new initiatives seeking to address the often taboo area of cancer in the workplace. Following on research carried out by Publicis which discovered that up to 50% of those diagnosed with cancer were afraid to tell employers, Core took the #WorkingWithCancer pledge, to remove stigma around cancer diagnoses and ensure support is given by employers, and understood by employees.

The Working with Cancer Policy seeks to assure anyone facing a cancer diagnosis in Core both financially and emotionally. As part of the launch, Core hosted a panel of colleagues who bravely told their stories of working through the challenges of a cancer diagnosis for either themselves or a loved one. There are also a range of supports for colleagues dealing with a cancer diagnosis or caring for someone who has received a diagnosis. Core's goal is to have increasingly open conversations about cancer in the workplace and to erase any stigma that exists. 

Upon receiving a cancer diagnosis, Core will upgrade an employee’s existing health insurance policy to ensure that the employee has access to the best cover possible during their treatment. Their health insurance provide extras such as nutritional  support allowing for a home meal delivery service as well as access to dieticians. Understanding chores can be difficult to upkeep while going through treatment, Core’s health insurance covers post-operative home cleaning services. In addition to this Core will cover the cost of laundry services, to alleviate the burden. To ensure financial stability during this time, Core’s Permanent Health Insurance scheme will apply when someone is absent six months or more. Benefits such as these take the stress and worry away from employees, to allow full focus on recovery and wellbeing.

Read more on Core's Working with Cancer policy in our Best Workplaces for Health & Wellbeing report below 👇

Supporting employees returning to work after a diagnosis

Returning to work after a cancer diagnosis can be daunting for many employees. They may feel anxious about reintegrating into the workplace, worrying about whether they can keep up with tasks or manage the physical and emotional toll of their illness. Many may feel they’ve fallen behind in their duties, or fear being perceived as less capable by colleagues. This uncertainty can lead to feelings of vulnerability and stress; according to a 2021 study conducted by the Economic and Social Research Institute and funded by the Irish Cancer Society, almost half of people returning to work after a cancer diagnosis reported that their diagnosis had a negative impact on their career (2). Females, younger workers, the self-employed and those working in the public sector were more likely to report a negative impact.

That’s why providing strong support systems, such as flexible schedules, open communication, and emotional resources, is crucial. By offering empathy and practical assistance, employers can ease the transition, helping employees regain confidence and feel valued as they re-enter the workforce.

The most commonly reported factors which facilitated a return to employment for employees affected were a phased return (44 per cent), help and support from colleagues (43 per cent), help and support from their employer or manager (41 per cent), and time off for medical appointments (40 per cent).

The Irish Cancer Society detailed how best to facilitate an employee's smooth return to work to ensure they have all the support they need:

Before an employee returns to the work, a meeting should be arranged to discuss the details. Provide the employee with the option to attend this meeting at work, at home, by video call or at a neutral venue; whichever is most comfortable for them. Offer the employee the option to bring along a family member, friend or trusted colleague for moral support.

Inform the employee in advance of the purpose of the meeting, providing them with reassurance that this is not in any way designed to force them back into work, nor to discipline them for being off work, but rather solely intended to support them.

The following areas should be discussed at the return-to-work meeting:

• What working arrangements will look like for your employee on their return to work: This may include adjusted working arrangements or a phased return to work.
• The estimated length of adjusted working arrangements or phased return which can be reviewed and adjusted as needed
• Time off for medical or non-medical appointments (e.g. counselling, support groups)
• Communication with your employee and HR: Designated catch-up times should be scheduled between the employee, manager and HR to discuss how the return to the workplace is going, and whether any additional supports or adjustments need to be made.
• Communication with colleagues, including what information to share about the employee’s return to work: To avoid an influx of overwhelming calls, an idea would be for the employee to draft an email notifying colleagues of their return date with a note to say they would be in touch in due course.
• Any concerns, worries or questions your employee has about returning to work, and any additional supports that can be put in place: This should include any longer-term effects the employee may be experiencing, emotional, physically or otherwise.
  
  

Other practical supports for affected employees that should be considered:

• Assist the employee with any necessary forms or paperwork.
• Organise a parking space at work if possible/relevant.
• A “buddy system” is recommended for colleagues returning to work after a period of leave. If the employee chooses to participate, a colleague will be assigned as a buddy whose role is to provide peer support for the employee’s return to work. This includes introductions to any new colleagues, any organisation updates, as well as a listening ear.

Hear more on Core's Working with Cancer policy from Catherine Fitzgibbon, HR Director in The Red Cube podcast 👇

Additional information

For more information on supporting employees affected by cancer, additional resources can be found on the Irish Cancer Society website via the following links:

• Working with cancer: Employer Guidelines | Irish Cancer Society
• Working with cancer: Tips for employers | Irish Cancer Society
• Find support | Irish Cancer Society
  
  

For questions or concerns about cancer, contact the Irish Cancer Society Support Line on 1800 200 700 or email supportline@irishcancer.ie

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Sources

(1) Reframe Cancer Employee Experience Report: Living and working with cancer: https://www.reframe.co.uk/resources/research-report-living-and-working-with-cancer

(2) Returning to employment following a diagnosis of cancer: An Irish survey: https://www.esri.ie/news/half-of-cancer-patients-feel-diagnosis-negatively-impacts-career-esri-study-shows