Dealing with Cancer in the Workplace

Last week saw “Stand Up to Cancer” televised stating that 1 in 2 of us will now be affected by Cancer in our lifetime. Whether we ourselves will be diagnosed or someone close to us, it means that our lives could be turned upside down at some point. It got us thinking about how this affects our working lives, so we decided to look at how employers can deal with cancer in the workplace.

The biggest challenge that most organisations face is ensuring that employees feel comfortable coming forward and saying that they’ve been diagnosed with cancer and that they will need additional support.

Having a clear, transparent and well publicised strategy for supporting employees with Cancer is the first step.

THE LAW

Upon an employee making you aware that they have Cancer, as an employer you have a duty of care to make ‘reasonable adjustments’ to support that staff member under The Equality Act.

There is no fixed definition of reasonable, as this is dependent on each individual / company as the situation will vary. What is deemed as reasonable will depend upon all the circumstances including practicality, cost, and the extent to which business may be disrupted.

However, in all cases of reasonable adjustments the key point to remember is that you need to discuss how to proceed fully with the individual employee and get agreement from him / her. Basically you agree and plan together the way forward.

Reasonable Adjustments may constitute:

* Re-organising / scheduling workloads to allow the employee to attend medical appointments.

* Flexibility regarding working hours or the option to work from home if appropriate.

* Allowing extra breaks to help the employee cope with fatigue.

* Adjusting performance targets to take into account the effect of sick leave / fatigue, etc.

* Making them aware of any Health Benefits Packages that the company offers.

* Allowing and planning a gradual, phased return to work after extended sick leave.

BEYOND THE LAW

Dealing with Cancer in the Workplace is not just about operating inside the Law. An employer who shows support to employees with an illness such as cancer will foster a greater sense of loyalty from them and improve engagement and morale.Seeing a colleague supported in this way can also reinforce other employees’ sense of fairness and trust in the organisation.

Be as generous as the organisation can afford and offer as much flexibility as possible in terms of offering the employee to work as much or as little as they wish. Do not assume that the employee should stop work; many people with cancer report that continuing to work helps them focus on things other than their health and provides important social contact.

More people are living with – and surviving – cancer than ever before … and they want to be able to go back to their normal lives after their cancer diagnosis”, says Liz Egan, who heads up the Working Through Cancer programme at UK cancer charity Macmillan.

PROACTIVE APPROACH

Research shows that the early detection of cancer can lead to better treatment options, improved survival rates, as well as making a direct and positive difference to employees’ lives. 46% of cancers are diagnosed at an advanced stage, when theyare harder to treat successfully, and that early diagnosis of all cancers could improve chances of successful treatment.

Early detection and cancer screening services can impact directly on an employer’s bottom line by reducing absence, getting affected employees back to work more quickly and lowering private medical insurance and income protection costs.

Proactive programmes such as cancer screening have proven to have great results. However, it’s not just about screening, it’s also about education and awareness. As an Employer, you could take positive action to increase awareness of cancer and educate employees on managing risk factors and spotting symptoms. A programme could be operated at a number of levels from awareness and knowledge-based campaigns via dedicated seminars, websites, posters and information brochures.

As research tells us, Cancer is not going away anytime soon and it’s obvious to us that companies have a role in informing, educating and raising awareness of cancer in the workplace among its employees. It is something that affects us all, and companies absolutely can play their part in fighting cancer. 

Below are links to various resources which offer support and guidance for employers.

Macmillan Cancer Support - Managing Cancer at work

CIPD - Guidelines for Managing Cancer in the Workplace

Cancer Research UK - Cancer Risks in the Workplace

Check 4 Cancer - Corporate Cancer Checks

At Key Appointments we have relationships with Independent HR Consultants who can offer support with preparing strategies for dealing with cancer in the workplace or helping you to support a member of staff who has been diagnosed. Please contact us on 0844 5044666 or info@key-appointents.co.uk and will happily make an introduction for you.