Employers play a crucial role in supporting staff returning to work after a cancer diagnosis.
- King Charles’s recent visit to a cancer unit highlights the importance of awareness and support.
- Returning to work post-cancer treatment is challenging and requires comprehensive employer support.
- Legal protections under the Equality Act ensure job security for employees diagnosed with cancer.
- Employers must facilitate a supportive and adaptable workplace for recovering employees.
King Charles returned to his public duties after his cancer diagnosis, marking his first appearance since February at the University College Hospital in London. His undertaking aligns with his new role as a patron for Cancer Research UK, aiming to raise awareness about the importance of early cancer diagnosis.
The journey back to work following a cancer diagnosis can be daunting, as highlighted by Bertrand Stern-Gillet, CEO at Health Assured. He emphasised the need for strong support systems, recognising the upheaval that a diagnosis brings to the individual’s life, which suddenly revolves around numerous medical appointments and treatments.
Cancer is classified as a disability under the Equality Act 2010, which provides legal protections from the moment of diagnosis. Employers must be aware of these rights to avoid potential legal challenges, ensuring that appropriate measures are in place to support the transition back to the workplace.
The initial return to work can be nerve-racking, necessitating employers to smoothly reintegrate employees into their roles. It’s essential to hold return-to-work meetings to assess any required adjustments to their roles or working environment, updating them on business changes during their absence.
Reviewing and, if necessary, updating policies and procedures are crucial steps to accommodate the returning employee’s health and safety needs. Employers should consult with the individual to ensure any changes cater effectively to their requirements, as cancer treatments can vary significantly.
Maintaining open communication is vital as every diagnosis and coping mechanism is unique. Some individuals may choose to keep their condition private, while others might be more open. Employers should respect these preferences and offer support accordingly.
The mental impact of cancer can be as challenging as the physical symptoms, often extending beyond the treatment period. Employers are encouraged to offer Employee Assistance Programmes (EAPs) to support employees and their families during this difficult time.
Organising one-on-one introductory meetings can help new or returning employees adjust smoothly, ensuring their workloads are manageable and they feel comfortable reintegrating. Continuous check-ins are advised to address any stressors and assist with their ongoing recovery.
Effective support and legal awareness are essential for employers aiding employees returning post-cancer treatment.
