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One in two people will face a cancer diagnosis in their lifetime. This means cancer is likely to impact us all at some point – whether we receive a diagnosis or know someone facing cancer. 

In the UK alone, 890,000 working-age people are living with cancer, and around 700,000 are balancing work while caring for a loved one with the disease. However, half of those living with cancer are afraid to tell their employers and over a third feel isolated at work during their cancer journey.  

At such a difficult time, people should feel supported by their employers and colleagues – not afraid to share their diagnosis and left feeling like they aren’t receiving the support and flexibility they need.   

Joined by Lindsay Bridges, Global Head of HR at DHL Supply Chain and Anna Dunn, Associate at Working With Cancer, our CEO, Sally Pritchett, started an honest and insightful conversation about how we can better support employees living with cancer.  

What common challenges do those living with cancer face in the workplace?   

One of the biggest challenges around cancer is the misunderstanding it creates, both for the person facing it and their employer. Until someone experiences diagnosis and treatment, it’s hard to know what recovery will be like. Cancer recovery isn’t linear – everyone responds in their own way and with different emotions. Understanding this can help create a more supportive and empathetic environment for those going through diagnosis, treatment and recovery.  

What can employers do to better support employees facing cancer?

Understand that everyone’s situation is different 

Cancer recovery isn’t the same for everyone. People with similar diagnoses can still experience very different emotions, treatments and challenges. This makes having a standard ‘one-size-fits-all’ policy difficult.  

While it’s important to have a workplace policy, employers should also guide colleagues on who they can talk to and what processes are in place, and provide flexibility to meet each individual’s needs. Offering a clear, open line of communication can help reduce stress and create a supportive environment during an already challenging time. 

Give your managers clear guidance 

Equip line managers with the tools and information they need to confidently support team members facing a cancer diagnosis. Clarify what support your company provides, let them know their role in supporting the employee (versus the responsibilities of HR) and provide helpful resources. This not only ensures employees receive the support they need, but also helps them feel less like a burden, knowing managers are prepared to offer the right support.  

Consider creating a guide for managers or running training sessions to help line managers within your company feel more confident handling these sensitive situations. 

Support employees with their return to work 

After cancer treatment ends, many people face a new set of emotions – loss of identity, a lack of confidence and fear of recurrence. While they may want to return to normality, navigating these feelings can be tough, and added pressure from employers can make it harder. Compassion and open communication are key during the return-to-work period.  

When discussing an employee’s return to work, it’s important to ask how they’re feeling and what feels right for them. Let them lead the conversation so they can be honest about what feels right for them. Just like treatment, the post-treatment phase is not the same for all. A phased return to work period of at least 12 weeks can help employees ease themselves back into work and rebuild their routine without feeling overworked or overwhelmed.  

How can employees better support their colleagues who are facing cancer?

Give people control 

When someone is facing cancer, they may feel a loss of control. Asking how they’d like to discuss their diagnosis and treatment – or if they want to talk about it at all – can help them regain some control by setting their own boundaries. It’s important to respect their wishes and follow their lead on how open they want to be.  

This conversation should continue after treatment too, so you can continue supporting them in the right way for them. Asking simple questions like “How’s your health?” allows someone to choose how much they want to share and whether they want to discuss their cancer moving forward. 

Treat your colleagues as you normally would  

Cancer doesn’t define a person, and many may not want to be seen only through that lens. Treat your colleagues as you normally would, while being mindful of their needs and how they’ve said they’d like to talk about their cancer.  

A quick call or message to check in can mean a lot, but remember – there’s more to their life than cancer. Keep conversations balanced, acknowledging their interests and experiences beyond their diagnosis, so they continue to feel recognised for who they are beyond their diagnosis. 

Think about what you say 

It’s normal to feel unsure about what to say to someone facing cancer. A simple acknowledgement, like ‘I don’t know what to say, I’m sorry,’ can be enough. Avoid making assumptions about their journey or suggesting treatments, as everyone’s experience is unique.  

Let the language that they use guide you – some people may feel empowered by using language like ‘battling’ or ‘fighting’ cancer, while others might prefer to say they are ‘living with cancer’. Respect their chosen language and be sure to support them in a way that feels right for them. 

Advice for colleagues and employers who want to better support those living with cancer

There are lots of amazing resources available to help you better support someone living and working with cancer. Charities like Macmillan offer online communities and advice specifically for those supporting a loved one, friend or colleague through their cancer journey. Organisations like Working With Cancer can help employers and employees, employers to manage cancer and work.

For employers, offering training about cancer recovery can help teams better understand what someone may be experiencing. This awareness helps them offer more compassionate and informed support, creating a more understanding, supportive and empathetic work environment for everyone involved. 

If you want to make your workplace fairer, healthier and happier by better supporting your employees living with cancer, we can help. Get in touch to find out how we can help you educate your workforce and create a culture of care and support.  

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