A recent study by Working With Cancer, conducted in collaboration with the Institute for Employment Studies (IES), highlights the gaps in how UK workplaces support employees affected by cancer.
The report reveals that 96 percent of HR managers surveyed indicated that their companies lack specific policies addressing the needs of employees diagnosed with cancer. Furthermore, only 18 percent of organisations collect data on the number of employees living with a cancer diagnosis.
The findings point to a broader issue of inadequate training and awareness within UK workplaces. Of the respondents, 78 percent stated that their line managers had not received training on how to support employees with cancer or other long-term health conditions. Additionally, 48 percent expressed concerns about line managers potentially saying the wrong thing, and 31 percent lacked confidence in their ability to have difficult conversations with affected employees.
Lack of Cancer-Specific Policies and Support
Despite the growing number of working-age individuals living with cancer, many organisations are still unprepared to offer adequate support. Barbara Wilson, founder and director of Working With Cancer, said, “In 2018, in the UK, there were an estimated 890,000 working age individuals living with cancer; that number is likely to be one million now. In light of this, it is unacceptable that businesses are not doing more to better prepare their employees. Putting in place clear policies and practices for those diagnosed with cancer will provide essential clarity and significantly ease their transition back to work.”
The research also revealed a lack of awareness among employers of key resources available to support employees. Only 54 percent of respondents were aware of the Access to Work scheme, which provides practical advice and financial support to individuals with disabilities. Moreover, 25 percent of HR managers reported insufficient understanding of disability legislation, which can lead to challenges in effectively supporting employees affected by cancer.
Sir Stephen Timms, Minister for Social Security and Disabilities and MP for East Ham, added: “We must have the right conversations and make sure people living with cancer are aware of the support available to them – both from the Government, for example, potentially through benefits such as Personal Independence Payment, and from their workplaces. It is equally vital that workplaces know how best to support people living with cancer. We will continue to meet and listen to people living with cancer, to understand their needs better and make sure they get the help they need.”
Gaps in Workplace Training and Benefits
While many organisations offer a range of employee benefits, the report shows inconsistencies in how these benefits are communicated to staff. Most companies surveyed provide flexible work arrangements (93%), employee assistance programmes (88%), and referrals to Occupational Health (80%). However, access to other support mechanisms such as physiotherapy (40 percent), health-related coaching (27%), and vocational rehabilitation (10%) remains limited. These services can play a crucial role in helping employees with cancer return to work successfully.
Dr Zofia Bajorek, Senior Research Fellow at IES who led the research, said, “Although the research identified pockets of good practice, it also highlighted clear gaps in management capability and employee support. Well-managed work can have therapeutic benefits for employees affected by cancer, and it is crucial that organisations implement best practice to ensure employees can return to work environments in which they are able to thrive.”
The Improving Employer Support for Those Working With Cancer: The Bevan Report calls for HR and line managers to receive proper training to manage the complexities of cancer in the workplace. The report also advises employers to review their current employee benefits packages to ensure they are equipped to provide comprehensive support to employees with long-term health conditions.
