How to create a workplace cancer support policy

Reframe Cancer’s May 2024 The employee experience report: living and working with cancer revealed that 77% of employees feel their employee benefits do not meet their needs during their cancer journey. In September, professional dancer Amy Dowden’s return to BBC television show Strictly Come Dancing after breast cancer treatment further highlighted the importance of supporting people with cancer in the workplace. So, what can employers do to help employees on a cancer journey?

Creating a policy

When developing a comprehensive cancer support policy, employers must recognise that no two diagnoses or recovery journeys are alike. Each case requires an approach adapted to an employee’s needs in terms of treatment, recovery speed and side effects.

A robust policy should, therefore, start with input from experts to ensure support is tailored to specific needs and addresses physical and psychological side effects after treatment, says Morgan Fitzsimons, co-founder of virtual cancer care clinic Perci Health.

“Employers should prioritise a compassionate, flexible policy that includes phased returns, extended paid leave and access to support services,” she explains. ”By actively working to create a cancer-inclusive culture, employers can better support affected employees and foster loyalty, wellbeing and resilience.”

Creating an open environment where employees feel comfortable discussing their health is vital to ensuring their needs are met. Employers can offer training and guidance to line managers on how to have sensitive conversations about health needs to better support staff and foster trust.

Within a policy, employers should clearly indicate reasonable adjustments that can be made to support employees in treatment or recovery, which can include flexible working hours, additional breaks or working from home when needed.

Dr Julie Denning, managing director at Working To Wellbeing and chair of the Vocational Rehabilitation Association, says: “Under the Equality Act 2010, cancer is recognised as a disability even if an individual is currently able to carry out normal day-to-day activities. Employers are legally required to make reasonable accommodations to support affected employees, ensuring non-discrimination and equal opportunities for career progression.”

A collaborative approach among HR teams, line managers and health professionals is required to create and maintain assistance that aligns with employees’ needs, ensuring their voice remains central, adds Denning.

Benefits to include

A cancer support policy should go beyond statutory sick leave and offer tailored benefits addressing associated physical, psychological and financial challenges. Cancer-related health needs can sometimes be unpredictable, so employers should be prepared for this.

Mark Stephenson, chief executive officer of Reframe Cancer, explains: “Employees diagnosed with cancer often need a comprehensive support system, yet many feel their needs aren’t fully met. Employers can help by allowing employees to adjust their work schedule through flexibility, reduced hours and remote work, as well as providing time off for recovery and screening and treatment appointments. Critical illness cover and private medical insurance are also useful.” 

Financial assistance or guidance could be explored, as well as external resources on how best to support those affected in the workplace.

Health and wellbeing assistance

Common challenges following diagnosis and treatment include persistent fatigue and physical pain, anxiety and cognitive difficulties, which can impact affected employees’ performance. To combat this, employers should be understanding and ensure staff are aware of available support.

Employee assistance programmes and personalised support from cancer care experts, dietitians, psychologists and occupational health specialists are worth considering, alongside counselling sessions for staff and their families.

“Specialist healthcare support is crucial to manage symptoms and rebuild confidence and capacity in the workplace, as well as open communication with HR,” says Fitzsimons. “Employers should adopt a proactive approach to driving awareness of cancer symptoms, early detection, and NHS and private cancer screening initiatives.”

Employees re-entering the workplace post-treatment should be given the opportunity to voice their needs and how their work may impact their health. They could do this through a structured return-to-work plan that extends further than a standard six-week period, which could include role adjustments or a phased return to work.

“Developing a personalised action plan that continues beyond their return ensures the conversation around health and work remains active,” says Denning. ”Regular check-ins and a commitment to adaptability will support sustained wellbeing and productivity.”

Vocational rehabilitation can also help employees navigate recovery, as specialist professionals can assess readiness, manage symptoms and craft personalised return-to-work plans.

Communicating support

Effective communication is crucial in ensuring employees are aware of available support. Employers can play a key role in promoting early intervention, prevention and information on symptoms, while also providing confidentiality.

“Workplace events and campaigns can reduce stigma and encourage early action,” explains Stephenson. ”Employers should include a cancer support policy in the employee handbook and regularly communicate it through newsletters, emails and team meetings. Visual reminders such as workplace posters and signage can raise awareness of support.”

Clear, compassionate ongoing communication is key to ensuring employees feel safe and supported, and that their wellbeing is a priority. A dedicated point of contact, such as an HR representative or an external specialist, can help staff discreetly access support.

“Employers can communicate a cancer support policy by utilising established internal communication channels and in-house support networks or employee resource groups,” says Denning. “They should consider hosting webinars or information sessions that explore the topic in-depth, allowing employees to hear first-hand experiences and understand support.”

A thoughtful, well-communicated policy, with a range of supportive benefits, can provide a lifeline to employees navigating the complexities of cancer.