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World Cancer Day 2026

  • Writer: Corazon Health
    Corazon Health
  • 1 day ago
  • 9 min read

Cancer in the workplace: raising awareness and supporting employees with cancer


A man sitting on a sofa and thinking


About World Cancer Day


World Cancer Day, observed on 4th of February, is an annual initiative led by the Union for International Cancer Control (UICC) which is aimed at raising awareness about cancer, promoting its prevention, detection, and treatment. The campaign’s theme, United by Unique, highlights that while cancer is a shared global challenge, it is a deeply personal matter and behind every diagnosis lies a unique human story. Cancer can have a life-changing and profound impact on people. Despite the challenges, many continue working during or after having cancer, and will be looking for support from their employer. That’s why this World Cancer Day, we want to highlight the vital role you play as an employer in creating an open and supportive work environment and in helping employees navigating their cancer journey.


Supporting Employees With Cancer


With cancer affecting almost 3.5 million people in the UK, as an employer, you may be faced with supporting a member of staff at various stages of their diagnosis, treatment and recovery. Findings from the Macmillan Cancer Support survey show that staying in or returning to work is important to people living with cancer (87%). Work can provide a sense of normality, financial stability, routine, and social connection. Compassionate and practical support can make a huge difference for someone navigating the impact of cancer on working life. The following tips can help you support your employees when they have been diagnosed, are going through treatment and living with cancer.


Check Your Policies Are Up To Date And Develop A Workplace Cancer Policy

A good starting point is to check whether your relevant policies, such as your sickness absence policy are up to date and include information about the provisions for supporting employees with chronic or serious illnesses. Make sure these policies are easy to understand and that they clearly explain the difference between managing short-term absences and managing someone with a long-term condition like cancer. You may also consider creating a standalone workplace policy on cancer. Such a policy should state its purpose, explain who the employee can first approach following a diagnosis, and set out what the employee’s rights are under the disability provisions of the Equality Act. You should also include information on sick leave, sick pay, and available support, for example through occupational health or private medical insurance. You could utilise templates from organisations like Macmillan to establish clear policies for addressing cancer in the workplace. 


Approach The Situation With Empathy and Respect

As soon as you become aware that an employee has been diagnosed with cancer, you should focus on supporting them through compassionate conversations. Cancer is an emotional subject, and you might be worried about how to talk about it in a sensitive and professional way. But there are several things you can do to make these conversations easier: 

  • Have the conversation in a private place to ensure confidentiality and create a safe space for open discussion 

  • Give yourselves plenty of time to meet and let the employee set the pace 

  • Ask them how they are feeling, emotionally and physically 

  • Engage and empathise with the employee from the outset 

  • Acknowledge their situation and listen actively without judgment 

  • Show it’s okay to be upset by allowing your employee time to express their emotions 

  • Offer information on organisational policies and any support services your organisation provides, such as EAP, counselling, access to Occupational Health, private medical insurance, etc.  

  • Ask the employee whether they wish colleagues to be informed about their cancer diagnosis and what information should be shared. Remember that not everyone feels comfortable telling others they are affected by cancer and it’s important to respect that.  

  • End the meeting if your employee becomes too distressed to continue 


More tips: Having Sensitive Conversations About Cancer in the Workplace – free webinar providing tips on having sensitive, empathetic conversations about cancer at work. 


A manager having a sensitive conversation with an employee


Get Advice From Occupational Health And Make Reasonable Adjustments As Appropriate

Under the Equality Act (2010) cancer is recognised as a disability, which means that that people living with cancer are protected against discrimination in the workplace and employers must make reasonable adjustments that will allow such employees to remain at or return to work. Many adjustments are simple and inexpensive but can make a big difference to an employee. 

Reasonable adjustments at work could include: 

  • Assisting with a phased return to work  

  • Allowing an employee to work from home, either full-time or in a hybrid capacity  

  • Offering more flexible hours to avoid travel to and from work at busy times  

  • Adapting an employee's duties, especially when they are particularly difficult because of the cancer or treatment, for instance when the job involves heavy lifting or standing in one position for long periods 

  • Offering more frequent and/or longer breaks to rest  

  • Allowing time off to attend appointments, rehabilitation and/or treatment sessions  

  • Allocating a parking space for an employee near to the building entrance  

  • Changing where an employee works, for example by moving their workstation to a ground floor office if they find it difficult to climb stairs and there's no lift in the building  

  • Providing an employee with computer equipment that might help with different tasks, for example voice-activated software if they have difficulty typing 

 

The effect a cancer diagnosis and treatment will have on an employee and their ability to work can vary widely and depend on several factors, such as the type of cancer, its stage, any symptoms, or the cancer treatment and its side effects. As every person will have a different experience with cancer, the type of reasonable adjustment will depend on individual’s situation. Occupational health can help you understand the reasonable adjustments you should make for your employee. Through our Management Referral Service, Occupational Health Advisors can provide a clinical opinion, devise a suitable return to work plan, and suggest reasonable adjustments to remove any potential barriers for an employee in the workplace.  


You can find out more about reasonable adjustments for people with cancer here.  


Facilitate Access To Mental Health Services

A cancer diagnosis and treatment can have a substantial impact on employee’s mental health and wellbeing. Everyone reacts in different ways to a cancer diagnosis and finds their own unique ways to cope. An employee might experience a range of emotions, such as fear and anxiety, sadness, shock, denial, and anger.  These emotions can be difficult to manage, therefore it’s important that employees have access to different services that can provide support with their mental health, such as counselling and EAP schemes. At Corazon Health we can organise both face to face and telephone counselling sessions for your employees. A wide range of topics can be addressed during counselling sessions, which are conducted by practitioners registered with the British Association for Counselling and Psychotherapy. We also offer an Employee Assistance Programme (EAP) that has a complete resource of wellbeing services including 24/7, 365 counselling, legal and information line, as well as medical information line where qualified counsellors, nurses and advisors are on-hand to offer support and guidance on a range of issues. 


Make Employees Aware Of The Charities That Can Provide Additional Emotional And Practical Support

There are many charities and organisations that offer help and guidance for anyone diagnosed with cancer.  A Cancer Care Map is an online resource to help people living with cancer find care and support services in their local area, anywhere in the UK. The website is run by cancer charity, The Richard Dimbleby Cancer Fund. You could also provide your employees with the details of some charities:  


Employees can call their specialist nurses for free on 0808 808 0000, send an email, use online chat, join online community or look for support groups in a local area. They could also sign up for support from a Macmillan Buddy and get up to six free counselling sessions if they are living with cancer. 


Maggie’s provides free cancer support and information in centres across the UK. They have Support Specialists, Psychologists and Benefits Advisors offering advice for people living with cancer and their families. Employees could also share experiences with others in a similar situation in one of their support groups.  


The charity offers a free nurse helpline for anyone who has been affected by cancer and has got questions (0808 800 4040).  It also has an online, fully moderated forum which is a safe place to connect with others affected by cancer, share experiences and get support.  


If employee or someone close to them have been affected by cancer and they’ve got questions, they can call specialist nurses on freephone 0808 800 4040. It's also possible to email them using the contact form.  


A charity that helps boost the physical and emotional wellbeing of people living with cancer through free online and face to face workshops, printed materials and tutorials.  


A charity connecting men with cancer both in-person and online in supportive environments and through the medium of sport to help them feel better mentally, emotionally, and socially.  


Raising Awareness In The Workplace


A group of people listening to a speaker during a seminar

As an employer, raising awareness of cancer should be just as important as supporting employees with cancer after they receive a diagnosis. By adopting a proactive cancer awareness strategy, you can create a more inclusive and understanding workplace culture, and, demonstrate your commitment to employees’ wellbeing.   


Create A Cancer Information Hub/Resource Centre

Cancer not only affects those diagnosed but also their family, friends, and colleagues. Following a cancer diagnosis, employees may often have numerous questions and seek out information. You could help them by creating a digital platform which would serve as a centralised information hub where your staff can find a wide range of materials like booklets, podcasts, pre-recorded webinars, and articles, designed to raise awareness about different types of cancers and provide information about available support. Below are some of the examples of materials that you could use: 


 

You may also want to include a link to a Cancer Conversations course by HealthWorks -The Community Health Charity. It is a free online awareness session that has been designed to raise awareness of the signs, symptoms and risks of many common cancer types. It also helps people feel more confident to spread the word and have cancer conversations with others. 


Organise Educational Sessions To Raise Awareness

The World Health Organisation estimates that between 30% to 50% of cancers can be prevented by avoiding risk factors and implementing existing evidence-based prevention strategies. Organising a cancer awareness stand, drop-in sessions, educational webinars or seminars, could increase staff’s awareness of cancer and empower them to make informed lifestyle choices. At Corazon we offer a 'Cancer awareness' webinar which can help staff to understand the risk factors associated with cancer and what steps they could take to reduce their risk of developing cancer. The webinar can also help employees recognise the importance of early detection and seeking medical advice when they are concerned about their health.  


Encourage Further Conversations Around Cancer Through Fundraising Events

Fundraising events are a powerful way to bring your staff together, encourage open conversations around cancer, and show your commitment to making a difference. There are many national events that take place every year such as Macmillan Coffee Morning, Cancer Research UK’s Race For Life, Wear It Pink Day, Movember, or Decembeard. You could also get staff involved by planning your own fundraising event. For instance, you could raise money for your local cancer organisation, charity, or cancer centre, that has helped an employee and their family throughout their treatment. There are many ways you could raise money in aid of your chosen charity, from organising a bake sale, setting up sports challenge, to holding a quiz night. You can find guidelines on how to organise a fundraiser on World Cancer Day website, while Cancer Research UK can provide you with some fundraising ideas.  


A group of employees during a meeting

For many people, navigating cancer treatment and recovery while maintaining employment can be incredibly difficult. Some people with cancer will be able to continue to work, while others will need time off during treatment. There is no single right way to support someone through a cancer journey, but helping an employee to remain in or return to work can really make a difference to them. By implementing reasonable adjustments, providing access to support services, and fostering open communication, you can create a supportive and inclusive workplace that acknowledges the challenges faced by employees living and working with cancer.  

 

Additional resources that can provide guidance on how to manage cancer in the workplace: 

 

Source:

 
 
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