Two-fifths (43%) UK employees who have or have had cancer were satisfied with their employer’s return-to-work programme, according to research by back-to-work rehabilitation specialist Working To Wellbeing.
Its Window to the workplace report also found that satisfaction with their phased return-to-work programme fell to 32% among employees aged 55 and above, compared to 63% of those aged under 35.
Just 40% of employees who have or have had cancer were satisfied with the level of personalisation in their return-to-work programme, dropping to just 25% of those aged over 55.
Almost three-quarters (70%) of line managers said they could confidently offer and support staff with a long-term health condition such as cancer with a phased return-to-work programme. Confidence in this was higher among workers under 35 than those aged above 55, at 74% and 64% respectively.
More than half (58%) of line managers believe it is HR’s responsibility to manage a return-to-work programme for an employee with cancer, with 23% stating they strongly agree with this. Two-thirds (61%) of men and 55% of women, and 63% of staff under 35 and 53% of over 55s agreed.
Furthermore, 30% of those who have or have had cancer were satisfied with the career advice offered by their employer, with 25% of women and 35% of men, and 13% of over 55s and 64% of under 35s stating the same.
Dr Julie Denning, managing director and chartered health psychologist at Working To Wellbeing, said: “It’s crucial that employers understand how to prepare for both a phased, and personalised, return-to-work programme. Supporting colleagues with cancer in the workplace is not just the right thing to do, it is also a legal obligation. The 2010 Equality Act considers a progressive condition, including cancer, as a disability. Employers have a responsibility to make reasonable adjustments as part of a return-to-work programme to accommodate their needs with a specific individual and their specific role in mind.”
