Cancer & The Workplace: The Role Of Occupational Health

Occupational Health Physician // DR. LOUISA EGBE

Psychologist // JESS BRAINCH

HR Business Partner at Pancreatic Cancer UK // PETE O’CALLAGHAN

In a recent webinar Occupational Health physician DR. LOUISA EGBE, Psychologist JESS BRAINCH and HR representative from Pancreatic Cancer UK PETE O’CALLAGHAN shared some of the ways HR and managers can best support people following a cancer diagnosis. Here’s some of what they shared.

It affects most of us. 50% of people will be diagnosed with cancer in their lifetime. In the UK, for example, almost 1000 people are diagnosed each day, which means that right now more than 3 million people in the country are living with cancer. Breast, prostate, lung and bowel continue to account for half of all diagnoses.

It’s becoming more common at work. Cancer in the under 50s has increased by 30% in the last 30 years. This number is expected to continue to rise. But survival rates are on the rise too – in fact they have doubled in the last 50 years. This means a lot more working age people are living with cancer – in the UK this number is around 900,000.

Employers should know in advance what support they can offer. Find out what already exists and how staff can access these resources e.g. Employee Assistance Program. Familiarise yourself with the protocols and policies you have in place. And have relevant resources to hand.

Be person-centred. Everyone’s journey with cancer is unique. This means it’s hard to have a broad-brush approach to responding to cancer at work. So check in with the person regularly to listen to and understand their changing needs. Their needs will also change pre diagnosis through treatment or after remission.

Compassion is the most important thing. Right from the start try to initiate supportive discussions, and encourage them to share their needs. Respect their boundaries and communication preferences: some may want to meet, others to chat via email, others on the phone, and others still via Whatsapp audio messages.

Offer flexible working arrangements. Support employees to choose to stay in work or take time off. And consider their work environment, as some might need somewhere quieter to work, or with lower light, and others might prefer the bustle of a busy workplace. And don’t rush the return to work – burnout is common for people who have gone back to work too early.

We know from our clients what specific worries people have about work following a cancer diagnosis. This includes: concern about how to share the diagnosis with colleagues and line managers; fear of losing their job; feeling isolated; and facing discrimination; and not knowing what their rights are at this time.

Get professional support via Occupational Health. An Occupational Health assessment can support both the employer and employee by developing a personalised plan for each stage of the cancer timeline, including return-to-work arrangements. Our OH physicians can advise on employment rights, employer responsibilities, and recommend additional resources. And this is a confidential space: the reports we write are only shared with the employee’s consent. We recommend an early referral to support the employee and employer through this time.

Raise awareness. You can get people talking about cancer at work by, for example, hosting a ‘wellbeing at work week’ in which people are encouraged to talk about different health topics and can learn what support is available. This helps make people more aware as and when a diagnosis comes.

Consider what support the rest of a team might need. When a person’s colleagues are particularly affected by a diagnosis, to seek advisory support from one of our team and to consider hosting a group session like this for a team to talk through and process their feelings. This will need to be approached in a sensitive way and also by asking the team what would help them.

Supporting a staff member who is entering palliative care requires compassion, flexibility and open communication. Some people may choose to continue working, either to maintain a sense of purpose or routine, while others may gradually step back. If an employee dies from cancer, then consider what support and information is needed for the family, as well as the colleagues impacted. The team may want to honour the memory of their colleague in some way. Here’s our resource on grief and bereavement.

Consider what resources you can provide. You can access some great resources for employers via the Macmillan website here and the book ‘Cancer is a word, not a sentence’ was also recommended.

And if you have a cancer diagnosis, don’t go on the journey alone. Make sure you have a support network (e.g. family, friends, healthcare team, faith groups). Discuss how you feel about work – cancer can change who you are, which can change your role in the workplace. Explore your options e.g. work through treatment; take time off for treatment; reduce your hours and work flexibly; take early retirement. Know your rights and entitlements e.g. requesting reasonable adjustments.

Click to learn more about our Occupational Health Assessments.