How can employers better support their employees against the long-term impact of cancer?

Breast cancer is one of the most common cancers among older working women; but the chances of survival are now thought to be much higher. According to the charity Breast Cancer Now, the risk of death from breast cancer was just over one in seven in the 1990s. Now it’s one in 20.

But the effects and after-effects of cancer, both physical and mental, can be huge and employers have a role to play in supporting women in these ways.

A report recently published by Breast Cancer Now It revealed that breast cancer will cost the UK economy £2.6 billion in 2024. The report recommends that supporting people back to work is one of the key ways businesses can cope with this financial impact.

So how can employers better support women with the long-term impact of cancer to ensure they are supported holistically in their return to work?

The role of the employer after treatment

There is a critical need for employers to provide greater support to employees post-treatment. A. Survey from Working with Cancer It shows that 39 percent of those diagnosed with cancer had a gradual failure to return to work, and 30 percent had to take leave during their treatment.

When I spoke with Kelly McCabe, founder of cancer recovery clinic Perci Health, she told me they hear from members all the time that cancer doesn’t stop when treatment ends.

Even if your cancer has been treated, the aftereffects of the diagnosis may linger for months, if not years. “Some people describe this transition as the hardest part of the entire experience.”

At this point, while the end of treatment is celebrated, there may often be a diminishment of the person’s support network and healthcare team. However, it is important for employers to recognize that people continue to face both physical and mental side effects, as well as challenges reintegrating into their routines. For some women, hormone treatments used to fight cancer can trigger early menopause symptoms; This means women must deal with new physical effects such as hot flashes and joint pain.

That’s why it’s vital that employers have a clear cancer policy that ensures people can access healthcare support such as counseling or physiotherapy. This must be conveniently accessible to the person; For example, some women may prefer to have a virtual appointment, while others may prefer to meet face to face.

Businesses may also consider providing mental health support to family members during this difficult time. This can in turn improve the well-being of the individual in recovery, as it means their career will be better equipped to provide emotional stability.

Supporting healing through open communication

During the recovery phase, the psychological impact of cancer can be particularly intense, and people often face changes in identity as a result of hair loss or coming to terms with a new appearance as a result of undergoing a mastectomy. This means employers need to be sensitive about the way they communicate with a person.

Kelly told me employers need to be mindful that not everyone will be celebrating their return to work.

She advised: “Working with staff to create a communications plan with their team to communicate their return to work and changes to their working patterns, and taking ownership of this for them, can be a really important practical way to support, as this is something that can sometimes feel overwhelming or exhausting.

Managers should also consider how people at different life stages may need different levels of support. For example, is the individual caring for a parent or children? Introducing buddy systems for people in similar life circumstances can support people to manage their individual circumstances.

Flexible working or changing hours should also be discussed to help people better manage difficult symptoms they may experience, giving them time to attend appointments or rest.

It is important for employers to understand that a personalized approach to cancer is vital, with careful planning ahead of the person’s return. Although employers may not encounter large numbers of individuals with cancer in the workplace, being prepared will benefit the well-being of both those individuals and the wider workforce.