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The incidence of cancer is on the rise.  The cost to the UK economy for employees dropping out of of work due to the illness is £5.3bn.  Most of us know someone that has been affected by it and it is important to know how to deal with cancer in the workplace.  At a recent seminar organised by MacMillan Cancer Support I learnt some useful information which I shall share with you in this blog.

Many employers do not know how to support staff with cancer.  82% of employees with cancer want to work, however, they are 1.4 times more likely to be unemployed.  47% of those with cancer have to give up work or change their roles because of the diagnosis.  47% say that employers don’t discuss sick pay entitlement, flexible working or workplace adjustments which is quite shocking.  Cancer is a disability and covered by the Equality Act, yet only 49% of managers know this fact.  Only 28% of managers have received training on the legislation.  MacMillan Cancer Support provides support online for SMEs to help manage situations.

Employees who are faced with cancer can also face financial difficulties.  They risk losing their homes if their income drops.  MacMillan provide hardship grants which can help pay utility, heating and phone bills.  Last year £90,000 was paid out in grants which can be accessed through the NHS.

The key issues for employers are managing confidentiality, sickness absence, discrimination, capability and ultimately termination.

An employee does not have to share 100% of the information about their condition.  If a medical report is produced under the Access to Medical Records Act the employee has the right to change the report and to have it with held from their employer.

Employers must have express consent to disclose any information to colleagues.  Where an employee is refusing to allow an employer to divulge any information to anyone, it might be a good idea to try and persuade the employee that a brief explanation might be needed in order to reduce curiosity about the employee’s behaviour or absence.

Employees who go on long term sick due to their condition should be contacted on an agreed basis either by letter or phone.  It is important for the employer to keep in touch and not ignore the employee otherwise they could resign and claim for constructive dismissal.

Cancer is a distressing condition and it is important the employers help manage the work related situation as best they can.  Training and education for managers and key members of staff is really important.