Cancer and the workplace: what to do and what not to do

DOS – TIPS FROM WORKING WITH CANCER INCLUDE:

Be aware of employment rights: In the UK, everyone with a cancer diagnosis is classed as disabled under the Equality Act 2010 (or in Northern Ireland, the Disability Discrimination Act 1995 (DDA) as amended) and protected against discrimination in the workplace because of cancer.

Be responsible: Employers are required to make “reasonable adjustments” (also called “workplace adjustments”) to the workplace and working practices to support an employee’s return to work with or after cancer. Work with your employee to find the optimum working arrangements.

Be understanding and informed: Line managers can set the tone and lay the foundations for a successful return to work. There are both physical and emotional side effects of cancer and its treatment, which can be long-lasting and often not visible.

Be supportive: Be empathetic and sensitive to the anxieties, stress and pressure your employee is encountering.

Keep in touch: Talk to your employee about their cancer and their progress. Give them the opportunity to tell you how they are feeling. Recovery is never a straight, linear line.

Be inclusive: Cancer impacts everyone, not just those with the diagnosis. So, if the employee is happy with it, engage the employee’s team by giving them regular updates and include them in supporting their colleague’s return.

Protect confidentiality: Ensure you respect the employee’s right to keep their cancer diagnosis confidential if that is their preference.

AND DON’TS:

Don’t think of a successful return to work as one event: This is a process, not an event – a process that can take as long as 12-18 months. Arrange regular check-ins and progress reviews with your employee.

Don’t make assumptions: Don’t make assumptions about the employee’s longer-term career goals and directions, or that everyone’s cancer experience is the same.

Don’t be fixed about return plans: Be as flexible as possible and be prepared to consider a staged return to work plan of at least 12 weeks depending on the person’s individual circumstances.

Working with Cancer can coach and advise employees with cancer and their line managers, and help organisations to set policies. 

Sign the cancer pledge

The Cancer Pledge is the world’s first cross-industry coalition to erase the stigma of cancer in the workplace, initiated by Publicis and partnered in the UK by Working with Cancer and Macmillan Cancer Support. Disney, Marriott and Barclays are three of the 200 companies to have signed so far.

For the pledge, organisations need the name, title and headshot of the executive taking it and a description of concrete actions they will be taking to support cancer patients at work. Once signed, the coalition also shares information and advice to members. Hotelplan UK has signed the pledge and is collaborating with Working with Cancer.

Hotelplan UK Group HR director Nicky Lyle commented: “Whatever the prognosis, receiving a cancer diagnosis is life-changing. It’s really important to us that we remove any uncertainty or anxiety our team members might feel about how it will impact their work, so they can focus their energies on treatment and recovery. We’ve signed this pledge so that anyone in our team dealing with cancer knows we’re on their side, and here to support them in whatever way they might need.”

For more, see workingwithcancer.co.uk/working-with-cancer-pledge and travel companies urged to provide better support to employees with cancer