Improving Employer Support for Employees with Cancer: Key Insights from Working With Cancer’s Report

In my work as a Cancer Recovery Coach one of the biggest challenges many survivors face is returning to the workplace and often the negative effects on physical and mental health. Sadly my experience in large organisations was not the best.
Many people I work with I find the lack of support from employers can be a further cause of distress after the shock of the diagnosis, the brutality of treatment and the associated grieving for the survivors old life.
The Working With Cancer Report, published by the Institute for Employment Studies (IES) October 2024, addresses a critical issue as cancer survivorship increases: how can employers better support employees living and working with cancer? The study included a survey of 204 HR managers and four case studies to evaluate current practices and identify barriers to effective support. The findings highlight the gaps in employer policies, training, and awareness, as well as recommendations for improving the return-to-work experience for cancer survivors.
Key Findings
Inadequate Cancer-Specific Policies
The survey revealed that most organizations lack specific policies tailored to cancer. While many have general health and safety policies (91%) and flexible working policies (87%), only 4% have dedicated cancer support policies.
HR managers predominantly focus on meeting legal obligations rather than addressing the unique needs of employees with cancer. This can lead to inconsistent treatment and support.
Lack of Data on Employees with Cancer
Only 18% of HR managers reported collecting data on employees with a cancer diagnosis. Without this information, companies often take a reactive, case-by-case approach rather than planning proactively to accommodate affected employees.
Challenges in Managerial Support
Significant gaps were identified in managerial capability and training. Concerns included limited training on managing cancer at work (57%) and a lack of confidence in handling sensitive conversations (31%).
Only 11% of organizations offer training specifically for line managers on supporting employees with cancer, even though such coaching was found to benefit both managers and employees.
Awareness of Legal Obligations and Government Schemes
A quarter of HR managers lacked a clear understanding of legal obligations under the Equality Act regarding cancer.
Awareness of the government’s Access to Work scheme, which provides financial assistance for workplace adjustments, was also low, with only 54% of HR managers familiar with it.
Barriers to Effective Support
Economic Barriers: Nearly half of HR managers cited business conditions as a barrier to providing additional support or benefits.
Limited Managerial Capacity: A third of HR managers noted that line managers often lack the time to fulfill their people management responsibilities effectively, impacting their ability to support employees with cancer.
Senior Management Resistance: Lack of senior management support can prevent the expansion of employee benefits and foster a culture that does not prioritize the well-being of cancer survivors.
Recommendations for Improvement
Develop Specific Policies and Collect Data
Employers should create targeted policies for cancer and chronic illnesses. Tracking the number of employees with cancer can help companies better understand the challenges and plan supportive measures.
Enhance Employee Benefits and Workplace Adjustments
Flexible working arrangements and access to health programs like Employee Assistance Programmes (EAPs) are common, but additional services such as vocational rehabilitation, health-related coaching, and workplace counselling should be considered.
Regularly review the effectiveness of workplace adjustments to ensure they meet the needs of recovering employees.
Strengthen Managerial Training and Support
Line managers and HR staff should receive comprehensive training on cancer-related issues, legal obligations, and effective communication strategies. Ensuring managers have the capacity and emotional support needed to assist employees with cancer is vital.
Promote a supportive work environment by equipping managers with resources like peer networks and EAPs.
Promote Awareness of Government Support
Employers should increase awareness of government schemes such as Access to Work to help employees access financial assistance for workplace accommodations.
Improve Communication of Employee Benefits
Clearly designate responsibility for communicating employee benefits to ensure that staff are informed about available resources and support.
Encourage Organizations to Sign the Working with Cancer Pledge
The pledge aims to foster a supportive work culture for employees with cancer. Raising awareness and encouraging adoption can enhance employer commitment to supporting cancer survivors.
Conclusion
The report emphasizes that while some organizations show pockets of good practice, there is a significant opportunity to improve employer support for employees with cancer. Better policies, more effective training, and increased awareness can help ensure that cancer survivors can thrive in the workplace. As cancer diagnoses continue to rise, fostering an inclusive and supportive work environment is crucial for both employees and society as a whole.
Barbara Wilson, founder and director of Working With Cancer, said: “In 2018, in the UK, there were an estimated 890,000 working age individuals living with cancer; that number is likely to be one million now. In light of this, it is unacceptable that businesses are not doing more to better prepare their employees. Putting in place clear policies and practices for those diagnosed with cancer will provide essential clarity and significantly ease their transition back to work.”
Dr. Zofia Bajorek, Senior Research Fellow at IES who led the study, noted, 'Although the research identified pockets of good practice, it also highlighted clear gaps in management capability and employee support. Well-managed work can have therapeutic benefits for employees affected by cancer, and it is crucial that organisations implement best practice to ensure employees can return to work environments in which they are able to thrive.”
As Barbara Wilson says “The research has shown that although many organisations are demonstrating areas of good practice, too many still do not take into account the specific needs of the increasing number of employees working with cancer. Too many organisations 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.”
Let’s hope that changes will be made - we deserve better
0 comments
Leave a comment