In the UK alone, over 700,000 people of working age are living with a cancer diagnosis; another 100,000 people in this bracket are diagnosed with cancer each year.

Living with cancer can be a daunting experience and takes its, both physically and mentally. Not surprisingly, this has an impact on every part of a person’s life, including work.

But how can employers support their employees through this difficult time of their lives?

Employers should keep in mind that a cancer diagnosis will impact everyone differently, completely shifting their priorities. It’s essential for everyone to understand that health must come first.

For some, work will provide a welcome distraction and some sense of normality during a difficult and challenging time. Employers should be prepared to support staff who wish to continue working and consider what adjustments may need to be made to accommodate this. For example:

• home working or hybrid working arrangements
• allowing flexibility with working hours
• approving extra and last-minute time off
• being lenient with the absence reporting policy
• reducing workload

Employers have a legal duty to consider these reasonable adjustments. Failure to do so can result in lengthy and costly tribunal claims. Other employees might prefer to take time away from the office to concentrate on health and family or be unable to work if their symptoms or treatment make this impossible.

In these situations, employers should make sure they are following a full and fair process; consulting with employees and their families at all stages, and considering any relevant medical information, like a GP or occupational health report.

It’s important for employers to explore all possible means to allow their employees to remain in work. This might involve putting in place reasonable adjustments or offering alternative roles in the organisation.

Cancer is automatically considered a disability under the Equality Act (2010), which means it’s important employers ensure that they don’t treat employees with cancer unfavourably or put them at a detriment in any way compared to their colleagues. Not only is it morally wrong, but it also means an increased risk of disability discrimination, constructive dismissal, and unfair dismissal claims.

Employers should also consider the impact on employees who have a family member or friend who is diagnosed with cancer or going through treatment. This can be equally difficult time for them so businesses should offer support and adjustments to help them as much as possible.

Employees are able to claim for associative discrimination if they feel they have been placed at a detriment due to their involvement with a person who has a disability, even if they aren’t disabled themselves.

Signposting affected people to your employee assistance programme is a great way to support the mental health of your staff, whether they themselves are coming to terms with a cancer diagnosis, or if a loved one is. It enables employees and their immediate family access to 24/7 counselling services to help them come to terms with their circumstances.

Fostering an open and communicate working environment is key to ensuring that any concerns and worries are addressed, and your employees feel supported. Cancer can be all-consuming, so businesses should make every effort to alleviate stress during this difficult time.

It’s likely organisations will already have policies and procedures in place to manage staff with underlying health issues. This might include absence management, capability, and medical capability clauses. Similarly, businesses should have information relating to discrimination, bullying and harassment, as well as equality and diversity.

These polices can be relied upon when an employee informs their employer that they have cancer. Having further information on the support available for employees with long-term or terminal illnesses can also be beneficial in these situations.”