Why companies need to address cancer stigma and support employees

Cancer’s impact in the workplace

Cancer is a disease that affects millions of people worldwide, and its impact is felt acutely in the workplace.

As cancer diagnoses among younger populations increase, employers in the UK are faced with a critical challenge: creating an environment that supports employees dealing with cancer while dismantling the stigma that surrounds the illness.

There are currently 890,000 people of working age living with cancer and this is set to increase to 1,150,000 by 2030 ¹.

An increase in the number of young people with cancer

All cancers excluding non-melanoma skin cancer incidence rates have increased overall in all broad age groups in females and males combined in the UK since the early 1990s. Rates in 0-24s have increased by 16%, in 25-49s have increased by 24%. ²

Addressing this issue can lead to healthier, more inclusive workplaces and more confident communication among all employees.

How to provide support for employees with cancer

According to the World Economic Forum, there are six key themes organisations can use to develop supportive care for employees facing cancer.

1. Emphasising social support in the workplace

Social support is crucial for health and a positive work environment. Employees often value strong communication, understanding colleagues, and supportive leadership. However, it is important to recognise individual needs and to adjust the type of support for each person. Many employees diagnosed with cancer continue working through their treatment, whether intermittently or with reduced hours. Employers can help by fostering a safe and inclusive space where employees feel supported without the fear of discrimination. At the same time, individuals should retain control over what health information is shared and with whom.

Creating virtual communities for peer-to-peer support, such as Cancer Support UK’s Cancer Coach groups, can also be a valuable resource. These communities can reduce feelings of isolation and provide a platform for mutual understanding and shared experiences.

2. Addressing financial stress and toxicity

Cancer treatment often brings substantial financial burdens, leading to stress and negative health outcomes. Financial toxicity—where economic strain affects health—is exacerbated by lost workdays, reduced work ability, or the inability to change jobs. Companies can support employees by offering financial counseling services and reviewing policies to minimise financial distress.

Statistics from Zurich’s *Hidden Cost of Cancer* report highlight the urgency: 78% of people diagnosed within the past two years face unexpected expenses averaging £541 per month. With rising living costs, this financial strain has negatively impacted the mental well-being of 81% of patients surveyed. Employers need to understand these pressures and take action to support employees financially.

3. The amplification of fear and loss

Cancer can lead to fear and insecurity, especially when it comes to job performance and employment stability. Individuals with cancer are more vulnerable to job loss, creating a dual challenge: dealing with the disease itself and the potential loss of livelihood. Companies must offer flexibility in workload and work type and encourage open conversations about necessary accommodations. By promoting a workplace culture where employees can seek support without fear of retaliation, organisations can make a significant difference.

For example, providing options for remote work, modified schedules, or lighter responsibilities can enable meaningful contributions from employees with cancer, even as they navigate their treatment.

4. Understanding and combating cancer stigma

Cancer stigma continues to exist in many workplaces, rooted in outdated beliefs about cancer mortality and misconceptions about the disease’s impact on work performance. Surprisingly, most employers are unaware of this stigma, which can manifest even in well-meaning but misguided actions. For example when a team removes a recovering colleague from work communications to reduce her stress, unintentionally isolating her and making her feel excluded.

Education and training are essential to combat stigma. Employers can offer digitally enabled training or blended learning sessions to teach all employees about the realities of working with cancer and how stigma affects individuals. Regular training for managers can help create a more informed and supportive work culture.

5. Shaping mindsets through employer interventions

Mindsets play a critical role in how people cope with cancer. Employees who adopt adaptive mindsets—viewing cancer as a manageable condition—tend to have a better quality of life compared to those with maladaptive mindsets that see cancer as catastrophic. Employers can help by providing access to coaching and support programmes, both for employees with cancer, as well as for colleagues working alongside employees with a cancer diagnosis, that encourage positive thinking, greater awareness, empathy and listening/language skills. These interventions, such as reframing exercises and peer support groups, can make a meaningful difference.

For example, Cancer Support UK’s Cancer Coach service offers peer group support, online interactive learning modules, and downloadable information to help people manage their mindsets and adjust to their new realities.

6. Supporting identity transformation and growth

The experience of cancer can fundamentally change a person’s identity and outlook on life. For some, this transformation leads to personal growth, known as post-traumatic growth. For others, it may have lasting negative effects on mental and physical health, including Post-Traumatic Stress Disorder (PTSD). Employers should be prepared to accommodate these changes by offering support through coaching and reskilling opportunities.

Providing options for role adjustments or career shifts that align with an employee’s new values can make a difference. Support during recovery and the post-treatment phase is essential to help employees reintegrate into the workplace in a way that feels meaningful and fulfilling.

Creating a healthier workplace will benefit employers and employees

By investing in these strategies, companies can not only address the stigma surrounding cancer but also support their employees in meaningful ways. Creating a compassionate, informed workplace fosters a healthier, more resilient workforce and empowers all employees to communicate openly and confidently about cancer.

 

Sources:

1  Macmillan

2 Cancer Research