When one of your employees receives a cancer diagnosis it’s, understandably, an incredibly worrying and unsettling time. Therefore, as a business owner, it’s important to be able to support your employee in the best way that you can and to equip managers with the knowledge of how they can support their colleagues.
A cancer diagnosis has a big impact on all areas of someone’s life, including their professional life. Some people may not want to return to work following a cancer diagnosis, and some may not be able to. However, work can provide some people with a sense of routine and can help to boost their self-esteem at a time when they may be feeling vulnerable. A survey carried out in 2018 by Macmillan found that 87% of people employed when diagnosed with cancer said it was important to continue working after their diagnosis.1 If your employee decides to continuing working, supporting them with this can have a big impact on their wellbeing.
This guide aims to provide you with insights and advice on how you can best support an employee through cancer diagnosis and treatment.
How business owners and managers can support an employee through a cancer diagnosis and treatment
Cancer is legally defined as a disability, therefore in line with equality laws you may need to make changes to the workplace or working arrangements that allow your employee to work (called reasonable adjustments). Reasonable adjustments can include things such as:
- Flexible working, such as allowing them to work the hours they feel able to or working from home more often
- Taking time off work to attend medical appointments
- Adapting their role or responsibilities to suit their needs
Find out more about cancer and employment rights on Macmillan’s website.
As well as the legal considerations around cancer, it’s also important for business owners to fully support an employee through a cancer diagnosis and treatment so they can feel supported and reassured that you are there for them. One study found that 71% of workers with cancer in the UK fear telling their colleagues about their diagnosis.2 Cancer is an extremely worrying and unsettling time, so it can be reassuring for your employee to know that their employer is supporting them throughout their journey.
Nicola Collins, Cancer Care Clinical Operations Manager, shares her insight into how business owners can support an employee through a cancer diagnosis:
Being given a diagnosis of cancer is a huge experience for anyone and how people choose to talk about it is a very personal thing. Some people are very open about their experience and want to share with others, whereas other people may prefer to open up only to those closest to them. This may change as they go through their treatment journey, and it’s important to support people to communicate in ways they are comfortable with.
How to talk to an employee going through a cancer diagnosis
Nicola shares her advice on how to talk to an employee who is going through a cancer diagnosis:
Be patient. For some people, telling others about their diagnosis makes it feel real and it can be hard for them to talk about. It can also be a difficult conversation for managers to have as they may not know what to say. Try to just listen to what they’re telling you and what they need from you. They may want to continue to work as much as possible, so try to accommodate this if you can. This may require some changes, such as working from home to avoid germs going around the office, so try to be as flexible as possible.
Take your lead from them about how much they want to share with others in the team. They need to feel they are in control of what and when others know about their diagnosis.
Try to avoid saying things like:
- “You’ll be fine”
- “You’ve got this”
- “You can fight it”
- “Have you tried…..”
And maybe instead try:
- “What can I do for you?”
- “I’m here for you”
- “Do you need anything from me”
- “I can’t imagine how you must feel, but I want to help”
There are lots of charities that can offer support, and it may be helpful to signpost to some of the following websites:
Checking in with an employee going through cancer treatment
Nicola shares her tips for how business owners and managers can manage check-ins with an employee who is going through cancer treatment:
Business owners need to have an honest conversation with the employee and agree what is reasonable for both in terms of the regularity of the check-ins. It very much depends on what cancer condition and what treatment someone is having. For example, if someone is having chemotherapy, the schedule of treatment can vary. For some people, it may consist of inpatient treatment, a few days a month at hospital or oral tablets that can be taken at home. Therefore, the frequency of check-ins should be tailored to your employee and their treatment schedule.
The best way to approach check-ins is to ask your employee what would be suitable for them. You should be clear about what the contact schedule is going to be and then stick to this. A minimum of once a month is generally appropriate.
Typically, it takes a few weeks after diagnosis to confirm what the treatment schedule is going to be. Your employee may therefore not know initially what their treatment will be and how it will impact them, so agree the initial catch up but be flexible as the treatment journey progresses.
Some people having cancer treatment may have periods of a few weeks when they feel well enough to work depending on their treatment schedule, so they may want to work 3 weeks out of 4, for example. Be as flexible as possible with this if your business is able to accommodate.
Creating a supportive workplace environment
Creating a supportive workplace environment generally can have a number of benefits for your employees and your business. One survey found that employees who feel supported by their line manager are 3.4 times more likely to feel engaged at work.3 Another survey found that eight in ten (80%) say that they are more productive at work when they are feeling healthy and happy.4
How can business owners create a supportive workplace environment?
Promoting wellbeing initiatives
Actively promote any wellbeing initiatives that you have available to your employees, for example an Employee Assistance Programme. This can help to remind your team that they have a professionally trained expert to speak to when they need it
Offer flexible working
Offering flexible working to your team can be a great way to show your business commitment to your employees wellbeing. Whether you offer remote working, or flexible working hours, it can make a significant difference to your people’s work life balance
Encouraging a culture of open dialogue
Ensuring that you actively promote a culture of open dialogue can help your employees feel more comfortable in opening up to their line manager and their colleagues if they are struggling with something either inside or outside of work. Regular check-ins between employees and their line manager can help with this, as can sharing your own challenges with your team
Creating a culture of compassion and understanding
This is an area where business owners can lead by example. Model compassionate behaviour in your interactions with employees and clients. Demonstrating empathy and understanding helps set the tone for the rest of the business
Training for line managers
Provide training for line managers on conflict resolution and emotional intelligence. This can help equip managers with the knowledge they need in order to support employees. Macmillan provide great resources for employers and managers
Designing a comfortable workspace
Ensure that your workplace is comfortable and accommodating to the individual needs of your employees. If they regularly work from home, check that they have all of the equipment they need, such as a laptop stand and office chair
How to support an employee returning to work after cancer treatment
Nicola shares her advice on how to support an employee returning to work after cancer treatment:
Discuss if they would like to consider returning on reduced hours either on a phased return or a more permanent basis. They may be having ongoing treatment, so you may need to agree time off for appointments and treatment.
Think about how the rest of the team will respond when they return to work, and how your employee will communicate with them about their condition/treatment. Many people find this a daunting prospect, so agree beforehand how and what you will tell the rest of the team.
Consider an occupational health referral to check whether they need any support or accommodations. They may have additional needs now, such as access to somewhere for stoma care, or additional breaks/reduced hours.
Develop a return to work plan
Liaise with your employee to discuss a return to work plan. They may wish to come back to work on a phased return basis, or they may wish to reduce their hours. It’s important to set clear expectations to avoid any unnecessary stress when it comes to the logistics of their return
Signpost to health and wellbeing support
If you have any health and wellbeing support included in your employee benefits, such as an employee assistance programme or a health telephone helpline, ensure your employee knows how to access the services
Ongoing regular communications
Ensure you are regularly checking in with your employee, both in the lead up to their return and once they have returned to work. This will give you both an opportunity to discuss how the return is going and whether you need to make any further adjustments to their working schedule
Flexible working arrangements
Speak to your employee before their return to discuss the hours and days they feel they would be able to work, as well as whether they would prefer to work from home more frequently. They may have medical appointments to attend so will need time off in order to go to these
Training and development
Ask your employee whether they would benefit from any training ahead of their return to work. They may feel out of the loop if they’ve been off work for a period of time, so may benefit from any training or development opportunities that you can provide
Supporting our members
Cancer support available by phone 24/7
At AXA Health, our experienced health professionals make sure no one has to find their way alone when diagnosed with cancer. They’re available at the end of the phone 24/7 so you can rest assured that your team will be able to pick up the phone and talk through any worries or concerns. Access to our specialist cancer nurses phone service is included as standard on our business health insurance plans. You can speak to our specialist cancer and heart nurses 9am-5pm Monday – Friday. Outside these hours, our experienced nurses and counsellors provide round the clock support by phone.
Your employee may want to discuss their symptoms. Or talk through how to break the news to the people they care about. Or it could be something as essential as a listening ear and some reassuring words. Whatever they need, whenever they need it, one of our professionals will be here to talk to them.
The professionals will have the time to get to know your employees, understand their condition and listen to what they’re going through. They’ll explain treatment choices in word that make sense. And they’ll support them with everything from eating well during chemotherapy to coping at home after surgery.
And they’re just a phone call away for family members too. Making it easier for your employees to face their journey, one step at a time.