When an employee receives a cancer diagnosis, it can be an overwhelming experience for both the individual and the organisation. As an employer, your role is critical in providing the proper support while ensuring your workplace remains inclusive, legally compliant, and accommodating. This guide covers practical advice, legal responsibilities, and best practices to create a workplace that supports employees affected by cancer.

How to Support Employees with Cancer

Common Challenges Faced by Employees with Cancer

Employees with cancer may face a range of challenges, including physical symptoms like fatigue, mobility limitations, or cognitive changes. Emotional challenges such as stress and anxiety can also impact their performance. Additionally, scheduling medical appointments or treatments while juggling work responsibilities can add further difficulty.

Being aware of these challenges will allow you to understand better what your employee is experiencing and how you can provide meaningful support.

How to Create a Dialogue with Employees

Open communication is essential for creating a supportive environment. Here’s how you can approach a conversation with an employee diagnosed with cancer:

•  Schedule a Private Meeting: Ensure confidentiality and create a safe space for open discussion.
  
  
•  Express Empathy: Acknowledge their situation and listen actively without judgment.
  
  
•  Discuss Their Needs: Ask about their specific challenges and what support they need to continue their work.
  
  
•  Reassure Them: Confirm that your organisation is committed to supporting them in their recovery and workplace adjustments.

Understanding Employment Rights for Employees with Cancer

Is Cancer Considered a Disability Under UK Law?

Yes, under the Equality Act 2010 (England, Scotland, and Wales) and the Disability Discrimination Act 1995 (Northern Ireland), cancer is classified as a disability from the point of diagnosis. This gives employees with cancer protection against discrimination. Employers are legally required to make reasonable adjustments to help affected employees stay in or return to work.

These protections extend beyond treatment and remain applicable even if the person is in remission or moves to a different employer.

What are Reasonable Adjustments for Employees with Cancer?

Examples of Reasonable Adjustments

Reasonable adjustments involve changes to working conditions, processes, or environments to support employees with cancer. Some examples include:

•  Flexible working hours to accommodate medical appointments
  
  
•  Temporary reduction in workload or responsibilities
  
  
•  Providing ergonomic equipment or workspace modifications
  
  
•  Allowing remote or hybrid working arrangements where feasible
  
  
•  Implementing phased returns to work after treatment

How Long Do Employers Have to Make Adjustments?

There’s no fixed timeline for implementing reasonable adjustments, but employers are expected to act promptly. Delayed adjustments could result in legal consequences for failing to meet their duties under the Equality Act 2010.

Legal Obligations for Employers

Ensuring Confidentiality and Privacy

It’s crucial to respect and prioritise an employee’s confidentiality. Discuss details of their condition and required adjustments only with those who need to know, such as HR or direct supervisors, and only with the employee’s consent.

Steps for Complying with Legal Responsibilities

1. 1. Understand Relevant Laws: Familiarise yourself with employment laws, specifically the Equality Act 2010 and Disability Discrimination Act 1995.
   
   
2. 2. Conduct Risk Assessments: Evaluate the employee’s working environment to identify and address potential challenges.
   
   
3. 3. Maintain Transparent Records: Document meetings and agreements to ensure clarity and compliance in case of disputes.
   
   
4. 4. Provide Training: Educate managers and teams on how to support employees with cancer while fostering inclusivity.

For comprehensive guidance on legal obligations, consult resources like [Macmillan Cancer Support].

Guidelines for Managing Cancer in the Workplace

Building a Cancer-Friendly Workplace

To create an inclusive workplace culture, consider the following actions:

•  Develop a formal cancer policy tailored to your company’s needs.
  
  
•  Facilitate access to counselling or support services for affected employees.
  
  
•  Host workshops to raise awareness about cancer and its impact.

Supporting Employees Returning to Work

Employees returning to work after treatment may need a gradual reintroduction to their roles. Collaborate closely with them to create a return-to-work plan that considers their health and well-being.

Policies and Templates for Cancer Support

Utilise templates from organisations like Macmillan to establish clear policies addressing cancer in the workplace. Templates often include guidance on managing absenteeism, flexible working, and providing emotional support.

Raising Cancer Awareness in the Workplace

Partnerships with Check4Cancer

Consider partnering with organisations like Check4Cancer to promote cancer awareness in your workplace. These partnerships can include educational workshops, cancer risk assessment, private cancer screenings for employees, and access to expert advice.

Check4Cancer offers solutions such as cancer screening for six common cancers, genetic testing, and cancer awareness programs to improve employee health and well-being. Accessing these services can enhance your workplace’s commitment to health and inclusivity.

Final Thoughts

Supporting employees affected by cancer is not only a legal requirement but also an opportunity to reinforce your company’s commitment to inclusivity and employee well-being. By understanding your responsibilities, implementing reasonable adjustments, and fostering open communication, you can create a workplace that feels safe, compassionate, and supportive.