How to navigate the transition from cancer treatment to the workplace

Global cancer cases are increasing rapidly.

The facts are that on World Cancer Day in February 2024, the World Health Organization forecast the number of people with cancer would rise to 35 million cases annually by 2050, compared to 20 million cases in 2022.

That’s a staggering 77% increase in total cases in less than 30 years.

The data shows that the increase is not just affecting older generations but also people of working age.

Organizations need to be aware of these stats and understand that cancer is a major risk area for companies.

They risk losing valuable employees through a lack of understanding and not offering the right support at the right time.

The cancer facts

Nearly 1 in 2 people in the UK will get cancer in their lifetime and there are more than 1,000 new cases of cancer every day.

In the US, it is estimated that 2023 that there were 2 million cancer cases, and more than 600,000 deaths.

The good news is that many cancer cases are being managed with new treatments leading to higher survival rates – 50% of people diagnosed with cancer in England and Wales will survive their disease for ten years or more.

All of this means that many of the people affected by cancer will want, and be able to, remain in the workforce for longer.

The risks of cancer in the workplace

Research from Working With Cancer, published with the Institute of Employment Studies in 2022, revealed that one quarter of individuals who had been diagnosed with cancer did not return to work after their diagnosis.

Sadly, fewer than two-thirds of employees with cancer have returned to work or are still working a year after getting a diagnosis.

This means, employers are losing valuable employees they have trained and developed.

Of those who did return to work, over half did not have a specialized ‘return to work’ conversations with their employer.

Going back to work after cancer treatment is extremely difficult. Bosses often underestimate what employees have been through and assume that survivors would not want to continue in their career the same way and that they are incapable of doing things that they could do before.

The research also revealed that 40% of individuals with cancer in the UK resort to using their annual leave for appointments, rather than telling their employer the real reason.

This often stems from a lack of understanding among HR and business leaders about the emotional and physical side effects of cancer and therefore its impact on work.

The challenges can be even harder for individuals with treatable but incurable cancer.

People with advanced cancer can work successfully for many years after diagnosis if they decide they want to but often encounter ignorance or prejudice in the workplace.

Despite protection under the Equality Act 2010, UK employees are still being dismissed by their employer on the grounds of capability, and are often encouraged to leave their jobs.

Similarly in the US, the Americans with Disabilities Act (ADA) does not require employees to voluntarily disclose that they have or have had cancer, and the employer may not ask any questions if the employee has disclosed that they have cancer.

It should be said that both laws are based on employers making ‘reasonable’ adjustments and accommodations to employees with cancer.

However, what is considered reasonable is up to interpretation by each organization and the country’s economic landscape.

This makes it difficult for employees to receive consistent and ongoing support in the way that is best suited for them.

Best practices for addressing cancer in the workplace

It’s clear that there is a fundamental need to improve the support provided to employees managing and returning to work both during and after hospital cancer treatment.

This means doing more than running cancer awareness days and even more than providing medical care and an Employee Assistance Program.

Employers need to foster an open and trusting relationship with all their employees, particularly those affected by cancer – not just those with cancer, but working carers too.

Organizations need to encourage them to feel safe discussing their health concerns and to seek support when needed.

This means implementing proactive policies that support employees who want to work during treatment and to return to work afterwards.

Too often employers fail to recognize that cancer affects everyone very differently. They offer health and support services that are impersonal, ‘one size fits all’ and relatively ineffective.

So, what can employers do? What constitutes good practice? Here are my top tips:

1. Ensuring that long term sickness and return to work policies cater for those with cancer and for working carers.

2. Embedding an understanding of how to support a colleague in management training programs.

3. Providing one-on-one coaching for both employees and managers. This support ensures that individuals grappling with cancer who are hesitant to discuss their diagnosis, receive the necessary understanding and assistance to navigate the complexities of their work and health.

4. Establishing support networks (a ‘buddy’ system) can also ease the transition back to work. For example, helping with the choice of whether to continue working through treatment, making the process much less daunting.

Recovery from cancer is a complex process. It takes time and patience, but most people can return to work successfully if provided with the right support.

So, for ambitious and forward-thinking HR professionals, World Cancer Day offers a chance to spur change.

By prioritizing supportive policies, organizations can effectively protect and retain talented employees, as well as create a better, more caring workplace for the future.