Supporting people with cancer in the workplace
A cancer diagnosis is something no one wants to face – and yet, with one in two people in the UK expected to be diagnosed at some point in their lifetime, it’s a reality that touches most workplaces.
Thanks to advances in treatment and early diagnosis, survival rates are improving significantly. That means more people are not only living with cancer but working through it, too. As a result, HR teams and managers are increasingly likely to support colleagues navigating treatment, recovery, or a return to work following diagnosis.
Having a good understanding of how cancer and its treatment can impact work – physically, emotionally, and cognitively – can make a real difference to your employee’s wellbeing and recovery.
Key takeaways for HR professionals
- Around 300,000 people are diagnosed with cancer in the UK each year – and many are of working age.
- Survival rates have doubled over the past 40 years.
- Treatment is increasingly tailored to the individual, and its side effects can vary widely and last long after treatment ends.
- Cancer-related fatigue, cognitive changes (“chemo brain”), and emotional impacts like anxiety or depression are common but often invisible.
- Under the Equality Act 2010, cancer is considered a disability from the point of diagnosis—employers must consider reasonable adjustments.
- Occupational Health support can play a vital role in planning adjustments, guiding return-to-work plans, and supporting both the employee and employer throughout the journey.
Understanding cancer in the workplace
Cancer remains a leading cause of long-term absence from work. However, improved screening, advances in personalised medicine, and growing awareness mean that more people are managing cancer while continuing to work.
Treatments are often complex and can include:
- Surgery – to remove tumours or affected tissue
- Radiotherapy – using high-energy rays to destroy cancer cells
- Chemotherapy – using medication to treat cancer systemically
- Hormonal, immune, or targeted therapies
- Stem cell or bone marrow transplants
Recovery times and side effects will differ from person to person. While some people may need extended time off, others might want to continue working during treatment. The key is flexibility and understanding.
Supporting employees during treatment
Each person’s experience of cancer is unique. While some may require only minor time away from work, others might undergo prolonged treatment that spans months or longer. Employers should:
- Stay in regular contact during absence, offering reassurance and empathy.
- Refer to Occupational Health early to help shape a clear, individualised support plan.
- Keep an open mind about what’s possible. Many people value staying connected to work as part of their recovery journey.
- Adapt your approach – some colleagues may want to keep in touch, while others may prefer more privacy. Respect their preferences and lead with compassion.
Planning a return to work
For many, returning to work is an important milestone – a sign of normality and a source of confidence and routine. But it needs to be handled with care.
When the time is right, an Occupational Health referral can help assess the person’s needs and provide recommendations to support a safe and sustainable return. This might include:
- Phased return to work
- Adjustments to working hours or duties
- Physical changes to the workplace
- Cognitive support for symptoms like ‘chemo brain’
In some cases, ill-health retirement may need to be considered, and we can help you approach this with sensitivity and the right clinical guidance.
Recognising hidden impacts
Cancer doesn’t just affect the body—it can have a lasting emotional and cognitive impact as well.
- Cancer-related fatigue affects up to 90% of people undergoing treatment and can persist for months or even years.
- ‘Chemo brain’ may affect concentration, memory, and focus.
- Emotional challenges such as anxiety, low mood, and fear of recurrence are common, even years after treatment ends.
Employers should be aware of these ongoing effects and provide flexibility, understanding, and access to support wherever possible.
Practical advice for managers
- Keep communication open – check in regularly and offer reassurance.
- Refer to Occupational Health early and again before any planned return to work.
- Avoid assumptions – every individual’s experience is different.
- Focus on partnership – collaborate with the employee to find what works for them.
- Reinforce their rights – remind colleagues of the protection provided by the Equality Act and reassure them that adjustments can and will be made.
Need a helping hand?
If you’re supporting an employee with cancer, we’re here to guide you. Our occupational health experts can help you put the right steps in place – ensuring your people feel supported, understood, and empowered every step of the way.
Get in touch with us today to find out how we can support you.
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