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Posted in Employers on Jul 25, 2011 by Richard Hayden
Whether we ourselves will be affected or someone close to us, it is more likely than not that we will all be touched by Cancer in our lifetimes.
With Health Charities recently warning that rising cancer rates in the UK mean that 4 in 10 people will get some form of the disease in their working lifetime; we decided to look at how employers and employees alike deal with cancer in the workplace through a series of articles over the coming weeks.
Whilst greater awareness, education and improved survival rates have begun to dispel the stigma associated with Cancer, dealing with cancer as an employer can be difficult and confusing.
The Equality Act protects employees with cancer from discrimination, and so legally they are not required to inform their employer they have the disease. Understandably some employees may have anxiety about taking this first step. So how as an employer should we deal with cancer in the workplace?
Having a clear, transparent and well publicised HR Strategy for supporting employees with Cancer is the first step.
The first thing to know is that upon an employee making you aware that they have Cancer you as an employer have a duty of care to make ‘reasonable adjustments’ to support that staff member.
There is no fixed definition of reasonable, as this is dependant on each individual / company as the situation will vary. What is deemed as reasonable will depend upon all the circumstances including practicality, cost, and the extent to which business may be disrupted; so in other words, what would be reasonable for a large organisation will be entirely different for a small business.
However in all cases of reasonable adjustments the key point to remember is that you need to discuss how to proceed fully with the individual employee and get agreement from him / her. Basically you agree and plan together the way forward.
Reasonable Adjustments may constitute:
Additionally it is important to manage the employees confidentiality as ultimately this will affect their emotional well being. Having received a diagnosis they will still be processing the information and coming to terms with the steps ahead.
The staff member may decide that they do not want colleagues to know of their illness, this is sometimes unavoidable where higher management are concerned but it is important where possible to respect the employees wishes.
After their initial consultation with medical professionals the employee may be ready for others to know of their situation or it may have become unavoidable. At this time it is important to confer with the employee about how and who should make others aware.
Managing an employee with Cancer can be a difficult and emotional journey, below are links to various resources which offer support and guidance for employers and co-workers.
Macmillan Cancer Support
Managing Cancer at work
Information for managers and employers including;
Initial work issues and absence through to returning to work.
Employment Legislation - Equality Act 2010
Working through Cancer - Workplace support strategies
Other Resources
Working after Cancer
Useful Tips for employers and points to consider
Cancer and Careers -
Useful information for Co-workers and managers including:
How can a Co-worker help? - Suggestions for making the workplace supportive and comfortable.
When your Boss has Cancer - How to help and cope for you and your boss.
If you would like further information or advice in dealing with any of the topics covered please contact us either via phone 0844 504 4666 or email info@key-appointments.co.uk and we will be happy to refer you to a specialist in the field.
<< Key Appointments blog listing
With Health Charities recently warning that rising cancer rates in the UK mean that 4 in 10 people will get some form of the disease in their working lifetime; we decided to look at how employers and employees alike deal with cancer in the workplace through a series of articles over the coming weeks.
Whilst greater awareness, education and improved survival rates have begun to dispel the stigma associated with Cancer, dealing with cancer as an employer can be difficult and confusing.
The Equality Act protects employees with cancer from discrimination, and so legally they are not required to inform their employer they have the disease. Understandably some employees may have anxiety about taking this first step. So how as an employer should we deal with cancer in the workplace?
Having a clear, transparent and well publicised HR Strategy for supporting employees with Cancer is the first step.
The first thing to know is that upon an employee making you aware that they have Cancer you as an employer have a duty of care to make ‘reasonable adjustments’ to support that staff member.
There is no fixed definition of reasonable, as this is dependant on each individual / company as the situation will vary. What is deemed as reasonable will depend upon all the circumstances including practicality, cost, and the extent to which business may be disrupted; so in other words, what would be reasonable for a large organisation will be entirely different for a small business.
However in all cases of reasonable adjustments the key point to remember is that you need to discuss how to proceed fully with the individual employee and get agreement from him / her. Basically you agree and plan together the way forward.
Reasonable Adjustments may constitute:
- Re-organising / scheduling work loads to allow the employee to attend medical appointments.
- Flexibility regarding working hours, or the option to work from home if appropriate.
- Allowing extra breaks to help the employee cope with fatigue.
- Adjusting performance targets to take into account the effect of sick leave / fatigue, etc. on the employee, or giving them a post with more suitable duties.
- Moving a work station, for example to avoid stairs.
- Ensuring easy access to premises for someone who is less mobile.
- Providing disabled toilet access.
- Making them aware of any Health Benefits Packages that the company offers which they are entitled to such as PMI (Private Medical Insurance), Health Cash Plans, Life Assurance etc.
- It is important to remember that Line Managers need staff permission to contact medical professionals for confirmation or consultation regarding their illness.
- Allowing and planning a gradual, phased return to work after extended sick leave.
Additionally it is important to manage the employees confidentiality as ultimately this will affect their emotional well being. Having received a diagnosis they will still be processing the information and coming to terms with the steps ahead.
The staff member may decide that they do not want colleagues to know of their illness, this is sometimes unavoidable where higher management are concerned but it is important where possible to respect the employees wishes.
After their initial consultation with medical professionals the employee may be ready for others to know of their situation or it may have become unavoidable. At this time it is important to confer with the employee about how and who should make others aware.
Managing an employee with Cancer can be a difficult and emotional journey, below are links to various resources which offer support and guidance for employers and co-workers.
Macmillan Cancer Support
Managing Cancer at work
Information for managers and employers including;
Initial work issues and absence through to returning to work.
Employment Legislation - Equality Act 2010
Working through Cancer - Workplace support strategies
Other Resources
Working after Cancer
Useful Tips for employers and points to consider
Cancer and Careers -
Useful information for Co-workers and managers including:
How can a Co-worker help? - Suggestions for making the workplace supportive and comfortable.
When your Boss has Cancer - How to help and cope for you and your boss.
If you would like further information or advice in dealing with any of the topics covered please contact us either via phone 0844 504 4666 or email info@key-appointments.co.uk and we will be happy to refer you to a specialist in the field.
<< Key Appointments blog listing
