Effectively managing illness in the workplace requires a sensitive approach, especially for employees facing life-altering conditions like cancer. Here’s how dealers can enhance their policies and culture to support employees in treatment
CREDIT: This is an edited version of an article that originally appeared on SME Today
Shockingly, research indicates that over a quarter of employees in the UK who are battling cancer feel uncomfortable discussing their illness at work. This reluctance often results in extended absences and, in some cases, contemplating leaving their jobs altogether. Small businesses that lack an inclusive and supportive policy for employees with long-term illnesses face significant risks. These include the potential loss of skilled and experienced workers and increased stress and anxiety for employees trying to balance work with ongoing treatment demands.
The study, which surveyed 500 UK adults who have experienced working while dealing with cancer, revealed that 28 percent avoid discussing their illness with colleagues. Men, in particular, struggle with this conversation, with nearly half expressing discomfort in openly discussing cancer with their peers.
On average, employees take up to 15 weeks off work during their journey with cancer. Consequently, 45 percent of employees undergoing treatment feel that their colleagues perceive them as burdensome while balancing work responsibilities with cancer. Additionally, 35 percent reported feeling isolated from their colleagues.
Meeting the needs of employees
With an increasing number of people continuing to work while managing cancer, employers frequently find themselves unprepared to provide adequate support. Balancing the operational demands of the business alongside the health needs of team members presents a critical challenge. Therefore, it is crucial to reassess and enhance the level of support provided for cancer patients within employee benefits and policies.
Return to work
Many employees base their decision to return to work after cancer treatment on their experience during their recovery journey. To prevent negative experiences from prompting resignations, employers should foster a culture of open communication. This includes transparently sharing both short-term and long-term plans with employees, while also considering any necessary adjustments to job roles or descriptions. Employees should feel supported and not pressured to return to work prematurely. A well-developed plan should be in place to facilitate a full, phased, or gradual return to work.
Understanding the options
A cancer diagnosis can be overwhelming, compounded by the complexities of navigating treatment options. Employees undergoing treatment may require additional support to understand the resources available to them through their workplace. For employers providing private health benefits, it’s crucial to acknowledge that employees typically utilise both private and NHS services during their cancer care journey. Therefore, it’s imperative for managers and HR teams to receive comprehensive training in supporting employees through a health crisis.
Bridging the gap
There exists a notable support gap for employees grappling with cancer, highlighting the fact that many current workplace benefits may not adequately meet their needs. Businesses need to move beyond their existing cancer procedures and policies and assess their overall employee benefits to ensure they offer comprehensive and inclusive support for cancer patients. Moreover, it’s essential to consider the nature of job roles and how they can present barriers to accessing support; for instance, remote workers may feel more isolated in accessing necessary assistance.
In conclusion, effectively supporting employees facing cancer requires not only compassionate policies but also a culture of understanding and flexibility within the workplace. By addressing the communication barriers and stigma associated with discussing illness, businesses can foster an environment where employees feel valued and supported throughout their treatment journey. Ultimately, by prioritising the well-being of employees navigating cancer, businesses can retain talent, reduce stress and cultivate a more inclusive and supportive work environment.
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