April marks Bowel Cancer Awareness Month, one of many dedicated periods aimed at increasing understanding of cancer and its impact. This type of cancer is of growing concern, with 2024 research showing bowel cancer diagnoses rise among younger people under 50 years old, in 27 out of 50 countries, with England among those experiencing the steepest increases.
Bowel Cancer Awareness Month is just one example of a broader issue. In the UK, the number of people diagnosed with cancer will rise by a staggering one third between 2023 and 2040 according to analysis by Cancer Research.
With more working-age people getting cancer, workplace cancer support is an HR priority. This is not just about offering enhanced sick leave, as many might assume. Improved treatments mean more people want to continue working during treatment, or to return to work after treatment. This requires more nuanced planning and personalised support mechanisms.
As King Charles recently demonstrated by adjusting his schedule due to treatment side effects, cancer recovery is rarely a straightforward process.
Organisations are ill-equipped to navigate cancer diagnoses rise
Many organisations are unaware of cancer’s rise among workers, or ready to address it. In 2024, Working with Cancer carried out research with the Institute for Employment Studies and found that HR managers are ill-equipped to navigate the complexities of cancer and long-term health issues in the workplace.
- 96% of respondents reported that their companies do not have cancer-specific policies.
- Only 18% reported collecting data on the number of employees with a cancer diagnosis.
- 78% stated their line managers had not received training on how to support employees living with cancer.
- Around half of the respondents expressed concern about line managers saying the wrong thing.
- A third lacked confidence in the ability of their line managers to have difficult conversations.
- Only 50% knew about the UK government’s Access to Work scheme.
Overall, our research shows that the majority of organisations do not take into account the specific needs of employees working with cancer. Additionally, many employers do not yet provide adequate information, training and support to their HR and line management teams. This is not difficult to achieve but it needs leadership and the will to make it happen.
This is an ongoing and increasing issue that leading HR professionals should be addressing year-round.
What does HR best practice cancer support look like?
As cancer diagnoses rise, the foundation of effective HR support is open communication. Each employee’s experience with cancer is unique, meaning there is no one-size-fits-all approach. The best thing a manager can do is listen and provide tailored support based on individual needs.
Here are 12 key best practices recommended by Working With Cancer:
Establish a dedicated cancer policy. Ensure that all employees understand what support is available if they or a colleague are diagnosed with cancer.
Understand employment rights. In the UK, cancer is classified as a disability under the Equality Act 2010 (or the Disability Discrimination Act 1995 in Northern Ireland). This lifelong protection applies regardless of treatment status, remission, or employment type, covering recruitment, employment, and post-employment references.
Gather and use data responsibly. Collect relevant workforce data while respecting confidentiality to prepare appropriate support policies and processes.
Respect privacy. Employees have the right to keep their diagnosis confidential if they choose.
Make reasonable adjustments. Employers are legally required to make workplace accommodations that facilitate a successful return to work. Examples of workplace adjustments include: flexible working hours, remote working, phased return to work, reduced workloads, rest breaks, physical adjustments, modified uniforms.
Equip line managers with training. Many managers lack the skills or confidence to support employees with cancer. Providing training ensures they can navigate the physical and emotional challenges involved.
Encourage open dialogue. Regular check-ins help employees feel supported and enable a gradual, well-managed return to work.
Offer a reasonable phased return and a flexible return-to-work plan. A four-week phased return is often insufficient. Organisations should consider a minimum 12-week period to allow employees to reintegrate effectively.
Foster inclusivity. If the employee is comfortable, keeping their team informed can help create a supportive environment.
Acknowledge advanced cancer in the workplace. Many employees with advanced cancer want to continue working but face difficulties doing so. Avoid making assumptions about their capacity or career ambitions and listen to their preferences.
Create internal support networks. A workplace cancer support group can provide a sense of community and shared understanding.
Invest in work and cancer coaching. Providing one-to-one support for both employees with cancer, and their managers, ensures better outcomes for all concerned.
Beyond cancer awareness campaigns
While initiatives like Bowel Cancer Awareness Month play a crucial role in highlighting the rise in cancer diagnoses, this is an ongoing and increasing issue that leading HR professionals should be addressing year-round.
Preparing now ensures that businesses can support employees effectively, fostering a compassionate culture that delivers on its promises. Your workers will remember when you look after them well at such a difficult time.
Working With Cancer offers free webinars on managing staff affected by cancer. Check out their upcoming events here.
