Help for employers
Employers have a key role to play when a member of staff has been diagnosed with cancer.
Understanding the needs of an employee with cancer and effectively managing the work-related challenges they face can benefit both the employee and the organisation as a whole.
See our tips for employers on how to proactively and confidently support employees with cancer and their colleagues, to minimise disruption and enable employees with cancer to continue to work effectively, through diagnosis and treatment and after returning to normal working hours.
Working with Cancer - Top Ten Tips for Employers
Avoid distraction by organising a confidential area to speak.
- Allow the employee to speak at their own pace.
- Listen to what they have to say and don’t feel a need to respond.
- Don’t agree or disagree – keep your response neutral, such as simply nodding your head. You will learn more from listening to them.
- It is ok to ask questions but take your cue from them; if they feel uncomfortable answering the question, don’t push them for an answer. Some people are quite private while others will be open.
- Pay close attention and try not to interrupt, then summarise what you’ve discussed.
- Let an employee know that you care, that your door will be open to them should they wish to discuss anything. Encourage them to continue communicating with you.
- Focus on the employee’s need rather than the needs of the workplace.
- Be practical by offering to help in specific ways – try to avoid being vague.
- Always check before doing something for the employee even if you feel you’re being helpful.
- If the employee is absent from work, include them by keeping them up to date with what’s happening in work – their job is important to them.
- Never discuss one employee’s medical condition with another employee without their permission.
- If the employee wants others to be made aware of their situation, discuss with them how this should be handled.
- Be flexible with the employee. Allow for changes to their working schedule if required– they may need to attend appointments or may need to reduce their working hours, depending on their diagnosis and treatment plan.
- In some cases, the employee may need to take a sabbatical from work for a period of time.
- Allow for flexible working hours or perhaps working from home, if possible.
- Organise a parking place at work if possible.
- Assure the employee that you will aim to make reasonable accommodations with their workload, if necessary, should they wish to continue working while having treatment.
- If an employee wishes to return to work after a period of absence, discuss a return to work plan with them, i.e. returning to work on a phased basis.
Be aware that if the employee choses to discuss their cancer diagnosis with you at the time of their initial diagnosis, they may not have all the facts surrounding their treatment plan in place.
5. Guidelines and policies
- Inform yourself about your employees’ rights and entitlements and any company guidelines or policies that exist in relation to supporting an employee who has cancer or who is caring for someone with cancer.
- If your organisation has an HR department consult with them regarding guidelines and policies around employees and cancer.
- Pay particular attention to sickness absence, sickness pay and occupational health provision, as well as long-term absence.
- Being aware of legal requirements and any guidelines and policies in your organisation means you can give clear guidance to your employees about their rights and entitlements and meet your obligations as an employer.
- A diagnosis of cancer can have an emotional impact not just on the employee diagnosed with cancer but also on their colleagues and on you as an employer:
- Emotional reactions will vary from person to person.
- Although patience and empathy are called for, stay alert to and be aware of disruptive or negative behaviour within the team.
- Encourage a communication line between you and the employee and you and the team.
- If you feel more support is needed, discuss this with the HR department, if you have one.
- Contact the National Cancer Helpline for support and guidance on local cancer support groups in your area.
7. Understanding the importance of work
- Being able to continue working is important for many people with a cancer diagnosis, for various reasons:
- It could mean a sense of routine or “normality” to the employee.
- It could offer a sense of control in one aspect of the employee’s life.
- The employee may not be able to afford to be absent from work.
8. How to deal with other employees
- Having a colleague with a cancer diagnosis can affect your other employees. They may be upset or unsure how to react, or a colleague’s absence for treatment or through illness may put them under strain, due to their workload being increased.
- Don’t talk about their colleague’s cancer diagnosis - Bring the situation back to them and its effect on their working life.
- Ask if they are managing their workload.
- Be practical – are there measures you can take to alleviate their workload as a result of the situation?
- Find out their particular concerns – both personal and practical.
- It is necessary to keep the above tips in mind if an employee is caring for a loved one with a cancer diagnosis.
- The employee may need to reduce their hours or take a period of absence from work.
- They may not know their rights and responsibilities with regards to combining caring and work.
- They may need extra practical and emotional support from their colleagues and you as an employer at this time.
- A carer’s need for extra time off work may increase stress levels – for the carer who has to try to manage their workload while working shorter hours, or for other staff members who are supporting their absent colleague.
- Be alert to any tensions in the team and offer support where available.
- Keep all channels of communications open.
Workplace Relations Commission
Free information service for employers, directors and business owners.
Information and Customer Services phoneline: 1890 80 80 90
or see the Citizens Information Website for information about employment rights.