Supporting Cancer Survivors in the Workplace: An Employer’s Guide
When a person is diagnosed with cancer, family and caregivers are immediately viewed as key components of their valuable support system. But employers can play a crucial role, too. Cancer survivors often face long-term physical and psychological challenges even after treatments conclude and they’re declared cancer-free.
By fostering a supportive environment, offering comprehensive benefits, promoting a sense of normalcy and tailoring specific programs to meet survivors' needs, employers can help these individuals thrive both personally and professionally. This support not only enhances the well-being of survivors but also fosters loyalty and productivity, which builds a positive workplace culture for everyone.
A Growing Number of Survivors
Cancer survivors are individuals who have been diagnosed with cancer, including those who are living with cancer and those who may remain cancer-free through the rest of their lives. The National Cancer Institute’s (NCI) latest statistics estimate that there are over 18 million cancer survivors in the U.S., which accounts for about 5.4% of the population. This number is projected to grow to more than 26 million by 2040, as more people achieve better outcomes and live longer lives. NCI noted that about 70% of current cancer survivors have lived over five years since diagnosis, and nearly half have lived for 10 or more years.
While this is promising news for those impacted by cancer, even those declared cancer-free are not truly free from the long-term physical challenges and roller coaster of emotions related to their cancer journey. Many survivors are likely to develop anxiety, depression or survivor guilt, or constantly worry about recurrence or the financial impact the disease has had on their families. The physical toll of their treatments, such as pain, fatigue, cognitive difficulties, sexual dysfunction and a greater risk of developing secondary cancers, can also remain long after treatments are complete. The combination of these can impact quality of life and require continued monitoring and support.
Employers Play an Important Role
Despite cancer being one of their biggest healthcare expenses, according to the Business Group on Health, most employers want to offer robust support systems to cancer survivors in their workforce. Much like the treatments themselves, there is not a one-size-fits all approach to the type of support cancer survivors want or need.
Generally cancer survivors say they want their employers to understand what they’re going through at every stage of the journey and the support of their bosses and colleagues. Most importantly, they say, they want to maintain a sense of normalcy. Connecting with their professional life can provide a sense of purpose and aid in recovery.
Once diagnosed, if able, many employees prefer to work while going through treatment – even if that requires a more flexible schedule or additional time off. About 75% of adults who worked during cancer treatment said it helped them cope with the disease, while more than two-thirds of survivors said that working helped their recovery, according to research from the non-profit Cancer and Careers. While continuing to work helps ease some of their financial concerns, 45% said that work provided a sense of purpose and 40% expressed their desire for their life to feel as normal as possible.
How Can Employers Help
Many employers already provide cancer-related healthcare benefits, which include screening for early diagnosis and second opinions. Some comprehensive benefits plans even ensure cancer survivors have access to the most appropriate care, no matter where they reside, and put patients and their doctors in touch with specialists who can advise on clinical trials and new treatments tailored to their individual needs.
But there are other ways that employers can support employees through their cancer journeys, including:
- Offering flexible work arrangements. This includes enabling remote work or adjusting schedules to accommodate medical appointments or recovery time, which helps survivors maintain their sense of purpose and professional roles.
- Protecting their job. While the Family and Medical Leave Act (FMLA) provides up to 12 weeks of unpaid, job-protected leave for serious health conditions, employers can work with cancer survivors to ensure they have the time they need to get back to the office.
- Keeping lines of communication open. Human resources and bosses should encourage dialogues with cancer survivors about the challenges they face and what they can do to deliver the support these employees need.
- Making Employee Assistance Programs (EAPs) and wellness programs available. Such programs can provide access to counseling and support services for emotional and psychological well-being, as well as promoting physical health through fitness classes, stress management and nutrition counseling.
- Offering alternative financial support and resources. Beyond competitive salaries and comprehensive benefits packages, employers can offer health savings accounts and financial planning resources that can help alleviate worries about money.
Aiding Recovery and Fostering Loyalty
Being a cancer survivor is a complex human journey that requires unwavering support at every step. Employers have a unique opportunity to make a profound and lasting impact on the lives of these employees by fostering a supportive work environment, offering comprehensive benefits, promoting a sense of normalcy, and tailoring support programs to meet their specific needs.
These initiatives are more important than employers may realize. A recent study revealed that 80% of cancer survivors, and an even larger percentage of their caregivers, would feel more loyal to employers who provide extensive support. By taking proactive steps to ensure that all cancer survivors in the workforce have the resources and support they need, employers can help these individuals thrive both personally and professionally. In return, employers have an opportunity to cultivate an even more dedicated, resilient and productive workforce.