Less than half of UK employees who have, or have had, cancer in the workplace have been satisfied with their return-to-work programme from their employer, according to research from Working to Wellbeing.
The return to work rehab specialist’s research of 529 UK line managers and 108 people who have or have had cancer in the workplace found just 43% have been satisfied with their return-to-work programme set out by their employer.
Satisfaction with their phased return-to-work programme fell even lower among older employees – to a third (32%) aged 55+ compared to almost two-thirds (63%) of those aged under 35.
Just 40% of employees who have, or have had, cancer were satisfied with the level of personalisation of their return-to-work programme, dropping again among older workers – to just 25% of those aged over 55.
Conversely, 70% of line managers reported that they would be able to confidently offer and support colleagues with a long-term health condition such as cancer, with a phased return to work programme. Confidence in their ability was higher among younger workers (74% of under 35s vs 64% of line managers aged 55+).
The report also found that over half (58%) of line managers thought that it was HR’s responsibility to manage a return-to-work programme for someone with cancer (23% “strongly agree”) and this rose among men (61% vs. 55% of women) and under 35s (63% vs. 53% of over 55s).
Less than one in three (30%) of workers who have/had cancer in the workplace were satisfied with the career advice they’ve been offered by their employer and this fell among women (25% vs 35% of men) and older workers (just 13% of over 55s vs 64% of under 35s).
Dr Julie Denning, managing director, chartered health psychologist at Working To Wellbeing and chairwoman of the Vocational Rehabilitation Association, (pictured) said: “Thankfully, due to earlier diagnoses and developments in treatments, cancer survival rates are rising and more people with cancer are heading back into the workplace.
“It’s crucial that employers understand how to prepare for both a phased, and personalised, return-to-work programme.
“Following a cancer diagnosis or treatment, an individual will often have to navigate changes in both their physical and mental health including fatigue, chronic pain, mobility issues as well as falls in confidence and mood.
“Supporting colleagues with cancer in the workplace is not ‘just the right thing to do’ it is also a legal obligation.
“The 2010 Equality Act considers a progressive condition, including cancer, as a disability. Employers have a responsibility to make reasonable adjustments as part of a return-to-work programme to accommodate their needs with a specific individual and their specific role in mind.”
Denning maintained it is important first and foremost that both employees and their line managers are aware of the rights of people with cancer and then consider what a successful and sustainable return-to-work programme can look like and build from there.
“In our decade-long experience as a back-to-work rehabilitation specialist, we’ve found that many people with cancer want and need to be in work,” she continued.
“But sadly, our study shows that just four in 10 people with cancer felt satisfied with their return-to-work programme, falling to three in 10 among older workers, with just a similar number feeling content about the level of personalisation they received too.
“At Working To Wellbeing we focus on physical, cognitive, psychological and emotional components of illness, providing health coaching support with a strong vocational focus to help people restore their day-to-day functioning and quality of life and return-to-work when ready, and support line managers to implement return-to-work plans.
“More than three in four of the people we work with in our Cancer Work Support Service successfully sustained or returned to work. We believe that good work is an important part of the recovery pathway and is an outcome that we work towards.”