A guide to returning to work after a cancer diagnosis

The sight of King Charles returning to Royal duties for the first time after his cancer diagnosis was warmly welcomed - and a return to work after such news is something many employees and employers will have to manage.

Going back to work after a cancer diagnosis can be a daunting and worrying prospect for anyone.

It can be a time filled with trepidation and uncertainty, both for the employee and any  employer.

It is essential for the employer to manage the situation with great care and understanding. It can ensure the transition is smooth and manageable for all concerned.

Under the Equality Act 2010, cancer is considered a disability from the day of diagnosis [1] cited 7.5.24

It means employees with cancer are protected against discrimination and are entitled to reasonable adjustments in the workplace to help them to overcome any disadvantages they may face.

Employers must ensure they do not treat employees with cancer less favourably and provide necessary support to enable them to continue working if they wish to do so.

It is also worth noting that a pre-cancerous condition can be considered a disability under the Equality Act.

In the case of Lofty v Hamis t/a First Café, the Employment Appeal Tribunal ruled that certain pre-cancerous conditions should be deemed a disability under the Act [2] cited 7.5.24

News of King Charles’ cancer diagnosis was first revealed by Buckingham Palace in early February this year.

A statement from the Palace said that during a hospital procedure for benign prostate enlargement, a separate issue of concern was noted. Subsequent diagnostic tests identified a form of cancer [3] cited 7.5.24

The statement added: "The King is grateful to his medical team for their swift intervention, which was made possible thanks to his recent hospital procedure. He remains wholly positive about his treatment and looks forward to returning to full public duty as soon as possible.

Last week, and a little under three months after the news was first revealed, the King carried out his first public-facing engagement since his diagnosis.

He met cancer specialists and patients receiving chemotherapy at the University College hospital’s Macmillan Cancer Centre in a visit aimed at highlighting the importance of early diagnosis.

After three months of outpatient treatment, Buckingham Palace is reported to have said that doctors were sufficiently encouraged by his positive progress to advise him that he could resume some public-facing duties.

Returning to work after a cancer diagnosis and treatment can be a challenge for any worker, in any role, and in any sector.

And for an employer, knowing how to deal with such a situation in the correct manner is vital as it is one that it could face at any time.

The most recent cancer statistics for the UK indicate that in 2020, there were 288,753 new cancer diagnoses, averaging 789 a day, which is 38,421 less than in 2019 [4] cited 7.5.24

In the UK, it is estimated that there are around 900,000 people of working age living with cancer [5]  cited 7.5.24 This number is expected to increase to 1,150,000 by 2030.

Additionally, it is estimated that one in nine people in any workplace are working while juggling their caring responsibilities for someone with cancer.

Employees who are supporting or caring for someone with cancer are also protected from discrimination.

Any worker who is caring for someone who has cancer should not suffer any detriment as a result of their caring responsibilities. The Equality Act  provides protection for carers, known as ‘associative discrimination’. [6] cited 7.5.24

Employers are required to treat employees who are also carers for someone with cancer with fairness. This  can include making reasonable adjustments to help them balance their work with their caring role, such as flexible working hours or time off for medical appointments.

Here we focus on what both an employee and employer can do to navigate a return to work after a cancer diagnosis.

For the Employee:

The main priority has to be your health.

It is more important than anything else. Going back to work is important and a huge step, but you must make sure that your well-being always come first.

Being forced to stay away from work can be massively frustrating. The desire to return can sometimes take precedence, but you must ensure you are in the best possible position to do so.

Make sure you have clearance from the medical professionals caring for you before attempting to go back to work.

Open and honest communication is key during this time.

You are likely to feel extremely vulnerable and perhaps anxious and apprehensive.

It is essential that you talk to your employer about your diagnosis, treatment plan, and any limitations you may have.

You know your role and duties and will be best placed to suggest any reasonable adjustments, which you believe may be necessary to help you to perform your job effectively.

Understand your rights

Perhaps one of the most important steps in understanding what support you should be given and how you should be treated, is being knowledgeable and aware of what you are entitled to.

You have certain rights and protections under the Equality Act, so make sure you understand what they are, as it will give you the knowledge needed to ensure you are not subjected to any type of discrimination.

Be realistic

Returning to work can trigger a range of different emotions and considerations, so it is important to be practical about what you can do.

Going back into the workplace and performing your expected duties may not be the same as it was before the diagnosis

Set realistic targets for yourself and your workload. There is nothing wrong in starting slowly and building up your responsibilities as you build up your strength and get accustomed to being back in the workplace.

Seek Support

Colleagues, friends and family members can be an excellent source of support, so do not be afraid to take advantage of it.

Cancer can be emotionally draining, and having a strong support network in place can make a huge difference.

For the Employer

Be Supportive

It will be a challenging time for your employee. It is crucial that you provide them with meaningful support at a time when they are likely to be feeling extremely vulnerable.

Be thoughtful, show empathy and understanding and let them know that their health and well-being are of paramount importance to you.

Review working pattern

Providing the opportunity to work reduced hours or to work from home if possible, or another agreeable flexible working arrangement, can help to establish the best way to accommodate the employee’s needs.

Being flexible will help with a smooth transition back to work and make it much easier for them to balance their job with their treatment and recovery.

Training and Resources

Provide any necessary training and offer resources to support the employee to help to ensure their return to the workplace is smooth.

The type of training that may be helpful is any refresher courses on job duties, as well as training on any new processes or technologies that may have been introduced during their absence.

Respect Privacy

Respect the employee’s privacy regarding their diagnosis and treatment. Only share information on a need-to-know basis and ensure that their medical information is kept strictly private and confidential at all times.

Watch progress

Agree the best way with the employee to regularly check-in on them to see how they are doing.

Be positive and proactive in addressing any concerns or challenges they may be facing and offer support and guidance as needed.

Finally

Returning to work after a cancer diagnosis is a significant milestone for any employee.

Through open communication, providing meaningful and effective support, and being understanding of each other's needs, both the employer and employee can manage what can be a challenging transition with greater ease and success.

Macmillan Cancer Support provides a comprehensive guide on making decisions about work after treatment [8] cited 7.5.24