How employers can support staff affected by cancer

By Barbara Wilson - Founder Working With Cancer

Cancer is no longer something that happens only at the end of a career. Increasingly, people are being diagnosed at younger ages, often during the busiest stages of working life. In the UK, cases of cancers such as breast and bowel cancer are rising among under-50s, making it a growing issue for the working-age population.

Around one million people of working age are now living with cancer, and this number continues to rise every year. For employers, this is not a marginal issue. It is a mainstream workforce challenge that affects retention, productivity and employee wellbeing. Yet most organisations are still unprepared.

The workplace reality

Returning to work after cancer is rarely a simple transition back to normal. Many employees live with long-term treatment or advanced cancer. Others face treatment-induced menopause, fatigue, joint pain, cognitive changes or mental health struggles such as anxiety and depression. These effects are often invisible, but they profoundly affect daily life and performance at work.

Employers frequently underestimate the scale of the challenge. Our 2024 research with the Institute of Employment Studies, which surveyed 200 HR professionals, revealed that:

·       96% of respondents did not have cancer-specific policies.

·       Only 18% collected data on employees affected by cancer.


·       25% reported a lack of understanding of the Equality Act.

·       58% expressed concern about line managers' ability to support employees with cancer.

This gap leaves too many employees unsupported and too many managers uncertain of what they can and should do.

Legal rights and responsibilities

In the UK, cancer is classed as a disability from the point of diagnosis under the Equality Act 2010. This means employees are legally entitled to reasonable adjustments at work. These might include flexible hours, remote working, a phased return, or adjustments to workload.

Menopause symptoms caused by cancer treatment can also qualify as a disability if they substantially affect daily life. Employers who fail to act are not only missing a moral opportunity but also risking non-compliance with the law.

The policy gap

Despite the legal framework, most organisations still lack cancer-specific policies. Even where general wellbeing or menopause policies exist, they often overlook medically induced menopause or the needs of employees with advanced cancer or those caring for others with cancer.

Without clear guidance, employees are left wondering whether they are covered, while managers rely on goodwill rather than policy. This creates anxiety on both sides and often results in staff leaving roles unnecessarily.

Best practice for employers

Supporting employees with cancer is not complicated, but it does require intention and consistency. Some of the most effective steps organisations can take include:

• Update policies to cover cancer explicitly, including medically induced menopause, advanced cancer, and carers of those with cancer.

• Train line managers so they feel confident having sensitive conversations and making reasonable adjustments.

• Offer flexibility such as adjusted hours, remote options and paid time off for treatment or appointments.

• Support phased returns to help employees rebuild stamina and confidence gradually.

• Provide coaching and wellbeing support through counselling, employee assistance programmes or peer networks.

• Collect data and monitor impact so you can track how policies are working and where further support is needed.

These steps not only protect talent but also strengthen diversity, inclusion and organisational resilience.

How Working With Cancer can help

At Working With Cancer, we are dedicated to bridging the gap between work and cancer. We are the only not-for-profit social enterprise in this field and we bring over a decade of experience supporting employers across industries in the UK and Europe.

Our approach combines professional expertise with lived experience, every member of our team has been personally affected by cancer. We know what it means to navigate treatment, recovery and work. We also understand the pressures managers and organisations face.

We offer a comprehensive package of services, including:

• Raising awareness and engaging staff through workshops, webinars and best practice masterclasses

• One-to-one coaching for employees, carers and line managers to provide practical and emotional support

• Ongoing consultancy to help organisations maintain momentum and adapt support over time

• Policy development and review to create clear frameworks tailored to each organisation’s needs

From small businesses to global corporations, we have seen how the right policies and training transform workplace culture. With the right approach, employees feel valued and able to contribute at their best and organisations retain the skills, knowledge and commitment they need.

Moving forward

The message is clear. Cancer in the workforce is a growing reality that employers cannot afford to ignore. By acting now, organisations can create workplaces where people affected by cancer are not only protected by law but empowered to thrive. And for individuals navigating cancer while working, the right support can make all the difference.

This is not just about compliance, it is about compassion, retention, resilience and inclusion.

At Working With Cancer, we support both organisations and employees to bridge this gap, ensuring that people with cancer and those caring for them can continue to work with dignity and confidence.