How to Support an Employee with Cancer: Guidance for Employers

A cancer diagnosis can affect many areas of an employee's life, including their ability to work. Some people may want to continue working during treatment, while others may need time away from work and support when they return.

For employers, knowing how to respond can help an employee feel supported while also making it easier to manage changes to their work.

Cancer is also relatively common. There are more than 403,000 new cancer cases in the UK each year, according to the latest Cancer Research UK statistics.

Employers aren't responsible for treating cancer, but they can play an important role in supporting employees during treatment and afterwards. This can include making reasonable adjustments, keeping communication open and helping employees access appropriate support.

Is cancer classed as a disability at work?

In England, Scotland and Wales, cancer is automatically treated as a disability under the Equality Act 2010. This means an employee with cancer is protected against discrimination and their employer has a duty to consider reasonable adjustments where appropriate.

Reasonable adjustments are changes to the workplace or the way someone works that help prevent them being placed at a substantial disadvantage because of their disability.

The right adjustment will depend on the individual and their role. Employers might consider changes such as:

• Flexible or reduced working hours
• A phased return to work
• Additional breaks
• Time off for medical appointments
• Changes to duties or workload
• Changes to working patterns
• Temporary changes to performance targets
• Changes to the employee's working environment

Macmillan Cancer Support provides further guidance on reasonable adjustments for employees affected by cancer.

How can employers support an employee with cancer?

There isn't a standard approach that will suit everyone. Cancer and its treatment can affect people differently, and employees may have different preferences about how they want to manage work.

Keep communication open

An employee may want to talk about their diagnosis and treatment, or they may prefer to keep some information private.

It's useful to ask what they are comfortable sharing and who they would like the information shared with. This can include agreeing what, if anything, should be communicated to colleagues, clients or other members of the team.

Regular check-ins can also help the employer understand whether the employee's circumstances have changed and whether any adjustments need to be reviewed.

The employee should be given the opportunity to set the pace of these conversations rather than being expected to provide regular updates about their health.

Consider flexible working

Cancer treatment can involve appointments, periods of fatigue or other side effects that make a normal working pattern more difficult.

Depending on the role, employers may be able to offer:

• Flexible start and finish times
• Reduced hours
• Home or hybrid working
• Additional breaks
• Time away from work for appointments
• A phased return after sickness absence

These arrangements may need to change over time. What works during treatment may not be the same as what works when an employee returns to work.

Review workloads and responsibilities

An employee may be able to continue working but find that their usual workload is difficult to manage during treatment.

Employers can discuss whether temporary changes are needed, such as:

• Reducing or changing some duties
• Adjusting deadlines
• Sharing certain responsibilities across the team
• Changing performance targets
• Allowing more time for particular tasks

The aim should be to understand what the employee can reasonably manage and agree on practical changes, as this is more beneficial than making assumptions about what they can or cannot do.

Consider a phased return to work

After a period away from work, returning to the same hours and workload immediately may not be appropriate.

A phased return can allow an employee to gradually increase their hours or responsibilities. It might involve shorter working days at first, followed by a gradual return to their usual working pattern.

A fit note may recommend a phased return, flexible working or amended duties where appropriate.

A phased return should be reviewed as the employee's circumstances change. It may also need to be extended or adjusted if treatment or side effects continue to affect their ability to work.

What should employers consider about sick pay?

An employee who needs time away from work because of cancer may be entitled to Statutory Sick Pay (SSP) or occupational sick pay, depending on their circumstances and their employer's policy.

SSP can be paid for up to 28 weeks if the employee meets the relevant eligibility requirements. Employers may also have their own occupational sick pay arrangements, which should be set out in the employee's contract or workplace policies.

Employers should make sure employees know where to find information about their sick pay and who they can speak to if they have questions.

This is an area where HR or payroll teams may need to provide more detailed advice based on the employee's individual circumstances.

How can employers support an employee returning to work?

Returning to work after cancer treatment may not mean returning to exactly the same routine straight away.

Before an employee returns, it can be useful to discuss:

• When they expect to return
• Whether a phased return would help
• Any changes to their working hours
• Whether their duties need to change temporarily
• Any appointments they may need to attend
• How often they would like to check in with their manager
• Whether they would benefit from occupational health support

Reasonable adjustments may continue to be useful after treatment has finished, particularly if an employee is experiencing ongoing effects such as fatigue.

Employers should keep the conversation open rather than assuming that an employee's needs will end when their treatment does.

What can colleagues and managers do?

Managers don't need to know all the details of an employee's diagnosis or treatment.

A supportive approach can be as simple as:

• Asking the employee how they would like to be supported
• Listening to what they say
• Respecting their privacy
• Avoiding assumptions about what they can or cannot do
• Keeping them informed about important changes at work
• Checking whether agreed adjustments are still working
• Giving them time to discuss any concerns

It's also important not to make cancer the only thing discussed. Employees may want to continue talking about their work, colleagues and normal day-to-day activities.

Why is early cancer detection important?

Supporting employees after a cancer diagnosis is important, but workplace health can also play a role earlier on.

There are more than 400,000 new cancer cases diagnosed in the UK each year. Cancer Research UK reports that 55% of cancers with a known stage were diagnosed at an early stage in England in 2022.

Finding cancer earlier can give people more treatment options and, for some cancers, can improve outcomes. However, no health assessment or cancer risk test can guarantee that cancer will be found.

For employers, offering access to appropriate health assessments can be one way of encouraging employees to take a proactive approach to their health. It can also give employees information about potential health risks that they may want to discuss with their GP or another healthcare professional.

Workplace health assessments should sit alongside, rather than replace, NHS screening programmes, GP appointments and advice about symptoms.

How can workplace health assessments support cancer awareness?

Bluecrest's workplace health assessments can be upgraded with an Early Cancer Risk Add-on, which uses blood, stool and swab tests to highlight the risk of certain cancers, including bowel, stomach, prostate and cervical cancer. The package is available to eligible employees aged 40 to 79.

The tests are designed to highlight potential risks rather than provide a diagnosis. Where a cancer-related result is flagged, employees can be referred for further advice and investigation.

Bluecrest also provides access to specialist cancer nursing support through Perci Health, where an eligible employee's health assessment identifies an amber or red cancer-related result. Cancer Nurse Specialists can help employees understand their results and the appropriate next steps.

This is one example of how workplace health provision can combine early health information with specialist support when an employee needs to understand what to do next.

For more information, see How Bluecrest and Perci Health are improving cancer support.

Where can employers get further support?

Employers don't need to manage every aspect of cancer support themselves.

Macmillan Cancer Support provides information and advice for people affected by cancer, including guidance on work, reasonable adjustments and returning to work. Its Support Line can also provide practical, medical and financial information.

Employers can also consider whether their organisation provides access to:

• Occupational health
• An Employee Assistance Programme (EAP)
• Private healthcare or cancer support services
• HR or employee wellbeing teams

The right source of support will depend on the employee's circumstances and the type of help they need.

Frequently asked questions

Is cancer automatically classed as a disability at work?

In England, Scotland and Wales, cancer is automatically treated as a disability under the Equality Act 2010. Employees with cancer are protected against discrimination and employers have a duty to consider reasonable adjustments where appropriate.

Different legislation applies in Northern Ireland.

What reasonable adjustments might an employee with cancer need?

This will depend on the employee and their role. Adjustments can include flexible or reduced working hours, additional breaks, time off for appointments, changes to duties, amended targets and a phased return to work.

Can an employee with cancer continue working during treatment?

Some employees may want or be able to continue working during treatment, while others may need time away from work. Employers should discuss the employee's circumstances with them and consider what adjustments may help them continue working, where appropriate.

How can early detection support fit into an employee benefits package?

Workplace health assessments can give employees an opportunity to learn more about their health and potential cancer risks. They should complement NHS screening programmes and access to GP or other healthcare services, rather than replace them.

Where can employers get advice on supporting an employee with cancer?

Macmillan Cancer Support provides information about cancer and work, including reasonable adjustments and returning to work. Employers can also speak to their HR or occupational health team and review the support available through their employee benefits.

Supporting proactive employee health

Workplace health assessments can give employees an opportunity to understand more about their health and identify areas they may want to discuss with a healthcare professional.

Bluecrest's Comprehensive and Executive Business Health assessments include cancer-marker panels alongside other health measures, helping employers make proactive health checks part of their wider employee wellbeing strategy.

These assessments aren't designed to diagnose cancer, and they don't replace NHS screening programmes or medical advice. Instead, they can give employees personalised information about their health and, where appropriate, encourage them to seek further advice.

For employers looking to support proactive health and early detection across their workforce, find out more about Bluecrest's Comprehensive and Executive Business Health assessments or contact our corporate team.