Cancer in the Workplace: How Employers Can Support Employees Who Are Diagnosed With Cancer

A cancer diagnosis can be life changing, and as patients try to navigate the “unknowns” of their new reality, many wonder how this diagnosis will impact their work life. Half of people diagnosed with cancer are within working age. Beyond that, half of diagnosed patients are afraid to tell their employers about their diagnosis even though 92% believe a supportive work environment will have a positive impact on their health outcomes.

In honor of Breast Cancer Awareness Month, consider implementing the below ideas at your organization so you are prepared to support your employees if they are faced with a devastating cancer diagnosis.

Encourage a supportive environment. Should an employee come to you with news of a cancer diagnosis, keep communication open by leading with empathy and reassurance, while also allowing the employee autonomy to decide what health information gets shared and with whom. Have regular check-ins with the employee to show them you care and to stay connected during a time that may be filled with uncertainty.

Offer flexibility. It is common for an employee diagnosed with cancer to continue to work through their treatment. To support an employee’s ability to sustain professional contributions, flexibility in the following ways may be important:

• Reduced work hours
• Modified work schedule
• Adjusted responsibilities or work tasks
• Changes to performance goals.

Work with your HR team to ensure all options and benefits that support employee flexibility are also aligned with your wellness program operating plan.

Share EAP and mental health resources. An employee living with cancer might encounter feelings of loneliness, anxiety, depression or other mental health symptoms. Maintaining a “work life” can increase social connectedness and help overcome these struggles. With that said, a cancer diagnosis can be a confusing, stressful and emotionally intense experience for the employee going through it. Ensure they understand their EAP and mental health resources. It may be appropriate to provide a variety of other resources and strategies. The American Cancer Society suggests talking to a therapist, joining a support group, taking medication (if recommended by a doctor), or trying other stress management techniques (yoga, mindfulness, massage, guided imagery, writing, music, etc.) to manage symptoms.

Promote prevention and early detection. To support early detection, encourage employees to schedule their annual physical and to discuss screening guidelines with their physician so they can make informed decisions about what screening tests are right for them. Utilize internal communication and offer incentives through wellness initiatives to help employees understand the value of prevention and early detection.

Educate employees on healthy lifestyle choices. Healthy lifestyle choices are important to help prevent cancer and can also be beneficial to help manage cancer treatment. The American Cancer Society recommends healthy eating and being active to decrease the risk of developing cancer. Quality nutrition is also crucial during cancer treatment. Eating a balanced diet while receiving cancer treatment might help patients maintain a healthy body weight, improve energy, better tolerate side-effects, decrease risk of infection, and recover faster. Similarly, research shows that exercise before, during and after cancer treatment can help with treatment side effects and improve quality of life. Consider supporting employees by offering education on healthy lifestyle choices through employee communication (email, newsletter, intranet, etc.) at team meetings and at company events. Take it a step further by offering healthy eating and physical activity initiatives for your employees to participate in.

Embrace wellness at all levels of the organization. Developing a culture of wellness relies on leadership engagement throughout the entire organization. When wellness is embraced at all levels of the organization, it becomes part of the culture. Employees encountering a cancer diagnosis are more likely to experience a safe and supportive environment when there is a cultural focus on wellness (and overall health). Although support can be valued differently, employees consistently prioritize leadership support in a healthy workplace.

As a final note, proactively communicate with your employee population to help them understand the importance of their health and wellness resources before they need to use them so they are prepared in the event of a cancer diagnosis. This small act may be a big step toward creating or maintaining a healthy and supportive culture for all.

ABOUT THE CONTRIBUTOR ASHTON DEMOSS // Wellness Content & Information Specialist • IFEBP

Ashton DeMoss currently serves as a Wellness Content and Information Specialist at the International Foundation of Employee Benefit Plans, WELCOA’s partner organization. With extensive experience in the worksite wellness industry, she is passionate about promoting health and well-being in the workplace. To prioritize her personal wellness, she enjoys group exercise classes and participating in a monthly book club.