Recent research highlights significant gaps in UK workplaces in supporting employees affected by cancer.
- 96% of HR managers report the absence of cancer-specific policies at their companies, reflecting a lack of preparedness.
- Many managers are untrained in supporting employees with cancer, leading to concerns over inappropriate communication.
- Only 54% of employers are aware of the Access to Work scheme, with a quarter lacking understanding of disability laws.
- Organisations offer various benefits, but inconsistencies in their communication hinder effective employee support.
Recent research conducted by Working With Cancer in collaboration with the Institute for Employment Studies (IES) has thrown light on a significant shortfall in UK workplaces’ preparedness to support employees diagnosed with cancer. An overwhelming 96% of HR managers surveyed indicated their organisations lack specific policies concerning cancer, illustrating a substantial gap in formal procedures and planning.
Line managers’ lack of training in handling cancer-related issues is a pronounced concern. According to the survey, 78% of respondents reported that line managers had not received adequate training to support employees living with cancer. This deficiency leads to apprehensions about managers potentially mishandling sensitive discussions, with 48% of respondents worried about inappropriate remarks and 31% questioning their managers’ capability in conducting difficult conversations.
The research further points out that only 54% of respondents were informed about the Access to Work scheme. Additionally, a staggering 25% exhibited a lack of comprehension regarding disability legislation, which could critically affect employees requiring such provisions.
Despite the availability of flexible working arrangements, employee assistance programmes, and Occupational Health referrals among the most common benefits, communication gaps often impede employees’ timely access to these resources. Notably, offerings like physiotherapy, health coaching, and vocational rehabilitation remain limited, despite their potential effectiveness in assisting employees’ return to work.
Prominent figures have weighed in on these findings. Barbara Wilson of Working With Cancer stressed the importance of implementing clear policies and practices to facilitate a seamless transition back to work for employees with cancer. Sir Stephen Timms highlighted the necessity for open conversations and awareness about available support, both government and workplace-based, while Dr Zofia Bajorek of IES emphasised the therapeutic benefits of well-managed work environments for cancer-affected employees.
Organisations must enhance training and communication to adequately support cancer-affected employees and facilitate their successful return to work.
