Returning to work after a long illness such as cancer may be a daunting prospect for some employees.
Fear of going back to the workplace, especially after a lengthy time off, may prove difficult for some. For others, the return to work may mean a path to normality, supporting their overall recovery. To ensure a sustainable and successful return to work is achieved, introduction of a meticulous absence management plan could be crucial.
Figures from the Office for National Statistics showing that almost 120,000 people of working age in the UK are diagnosed with cancer each year, and there are more than 700,000 people currently living with cancer, according to Macmillan Cancer Support. However, with medical advances people are now more likely to survive cancer and wish to continue with their careers.
It is evident that employers play an essential role in supporting employees in their successful return to the workplace. It is, therefore, crucial that open and honest communication is established upfront and that return-to-work plans are agreed as soon as possible, meaning there is no risk of reverting into another long-term absence.
The introduction of a robust absence management plan would mean that employees are provided with a smoother transition into the working environment and any concerns that may arise are promptly resolved.
Being off work for a longer period of time may result in a feeling of isolation. A re-adjustment period and possibly some re-training sessions could support the transition. As individual circumstances differ, the level of support would also vary depending on the employee’s needs.
Phased return programmes, reasonable adjustments to working environments and the introduction of flexible working hours can also provide meaningful solutions that can be introduced when required. Line managers should work alongside HR representatives to provide overall support, making sure that the return to work is sustainable and long lasting.
This becomes even more evident as we learn that less than 40% of people are advised by health professionals about the impact cancer and its treatment may have on their ability to work, according to The health and wellbeing of cancer survivors in the UK: findings from a population-based survey by J Elliot, published in the British Journal of Cancer in 2011.
The support available through group income protection (GIP) policies can provide valuable support to both line managers and employees. Guides and supporting materials may be useful as a base to start difficult conversations, build successful return strategies or offer answers to some difficult questions, which may occur throughout the process.
The provision of occupational health advisers, as well as the assistance service programmes that most group risk providers offer as part of their GIP policies, provide a valuable library of support including face-to-face counselling, bereavement and cognitive behavioural therapy sessions, as well as physiotherapy, just to name a few.
With the survival rates on the rise, but also knowing that by 2020 almost one in two Britons are set to be diagnosed with cancer in their lifetime, according to estimates by Macmillan Cancer Support, the return to work after long-term absence is likely to increase. As a result, appropriate measures should be put in place to provide adequate support for all those who wish to return to work after a serious illness.
Steve Bridger is managing director group protection at Aviva UK