Supporting employees who are living with cancer

[SPONSORED CONTENT]

For most people, cancer will be life changing. It affects both people’s personal and professional lives and brings with it lots of challenges along the way. Someone with cancer may be dealing with the effects of treatment as well as the cancer itself. They may be worrying about money or overwhelmed by the number of important decisions they’re faced with. Understanding what your employee is dealing with and how they may be feeling can help you to help them.

It’s estimated that there are over 890,000 working-aged people (16 to 65) living with cancer in the UK, and this number is set to rise to 1,150,000 by 2030.¹

What help are people entitled to?

It’s important to know that living with cancer is considered a disability in UK law. This means people can’t be discriminated against because of their diagnosis. As an employer, this also means you have to make reasonable adjustments to help people do their jobs. 

You should also discuss any services available through your workplace that might be helpful to them. This includes: 

• occupational health 
• human resources 
• a trade union representative 
• an employee assistance programme (EAP) 

Make sure that your employee understands what they’ll be paid if they need to take sick leave. If you have an occupational or company sick pay policy, make sure you explain whether this is instead of Statutory sick pay, or on top of it.

Reasonable adjustments may include things like: 

• allowing them to take time off for medical appointments 
• encouraging them to work more flexible hours so they can work when they feel able to 
• adapting their role and duties to suit their needs, as well as updating any performance objectives 
• suggesting they take extra breaks if they feel tired or need a rest, or work from home if they can.

What might people need help with?

Cancer, and some of the treatments for it, can cause physical side-effects. This might impact on somebody’s ability to work, or work in the same way as before their diagnosis. 

Side-effects include:

• Fatigue or tiredness
• Weight changes
• Pain
• Hair loss
• A weakened immune system 
• Digestive problems, such as sickness, nausea and diarrhoea 

As well as these physical side-effects, cancer diagnosis and treatment can affect a person’s mental health. People might experience a range of emotional responses to being diagnosed with cancer and to the treatment they need, including: 

• depression 
• anxiety 
• feelings of fear, anger, shock and guilt 
• feeling isolated and alone

These responses vary from person to person. It’s important to have sensitive conversations and understand that your employee’s symptoms, feelings, and preferences might change over time.

Conversations about cancer

Cancer is an emotional subject, and you might be worried about how to talk about it in a sensitive and professional way. But don’t avoid talking about cancer, even if it makes you feel uncomfortable. If you’re having conversations about cancer, here are some things to keep in mind.

1. Be respectful 

It’s important to keep conversations open, sensitive, and respectful. Try to be understanding when you communicate and remember to listen. Some people might like to bring a friend or family member with them to provide emotional support during certain conversations. 

2. Be willing to learn 

If you don’t know much about a type of cancer, its treatment, or side-effects, look it up. If they don’t mind, ask your employee to explain how the cancer or its treatment might affect them. It’s important to remember that cancer treatments can affect people differently. You should also bear in mind that they might not yet be sure how it will affect them. Asking your employee can be a good way to learn, however they shouldn’t be solely relied upon to educate you about their condition. They’re unlikely to be an expert in cancer, and they may not wish to share personal details. You can find out more about cancer by visiting www.bupa.co.uk/health-information/cancer 

3. Be discreet 

Some people with cancer may not want their colleagues to know. And, even if they do, it’s important to discuss how their colleagues are told. Some people would rather tell people themselves, while others would prefer it to be communicated by a manager or colleague. 

4. Be supportive 

As well as being there for the team member who is living with cancer, try to help everyone else understand the situation as best you can too. If other team members are being told about the person’s diagnosis, they might also have mixed emotions, concerns, and questions for you. 

5. Stay connected 

If your employee will be having time away from work, ask them how they would like to be contacted. Make sure you keep in touch when they’re away, but don’t make them feel pressured to return. It’s important to ask how frequently they would like to be contacted, and in what way. Remember this could change.

For more information about cancer support in the workplace, please visit our cancer support pages, where you can access manager guides, resources and video content. Click here to find out more: Cancer support at work | Bupa UK

To read more articles from Bupa visit the content hub on Corporate Adviser – here.

^{1. macmillan.org.uk/_images/working-through-cancer_tcm9-341781.pdf}