Less than a quarter of UK line managers would go out of their way to explain to a colleague with a long-term health condition, such as cancer, their workplace rights, according Working To Wellbeing.
It found just 23% of UK line managers would proactively explain to a colleague with a long-term health condition, such as cancer, their rights at work according to the Equality Act 2010.
The research also showed while 72% of UK line managers understood what reasonable adjustments meant when it came to supporting colleagues with cancer, only 47% felt they would be able to offer and support them with some reasonable adjustments in their workplace.
This fell to just 40% of line managers aged under 35.
But the study also found that just 36% of workers who have or had cancer in the workplace were satisfied they received reasonable adjustments to their job to manage their health.
This fell even lower among women; to 33% of women vs 39% of men, and lower again among older workers – just 25% of those aged 55 or older.
Among those UK workers who have or had cancer, just 29% were satisfied with physical workplace modifications they were offered, 42% were satisfied with the flexible working offered, 28% satisfied with the coaching offered and only 34% were satisfied with the job redesign offered – this was 37% of men vs 31% of women.
The Window to the Workplace research surveyed 566 UK line managers and 112 people who have or have had cancer in the workplace.
The Equality Act considers a progressive condition, such as cancer, as a disability even if an individual is currently able to carry out normal day-to-day activities and individuals are protected as soon as they have a diagnosis.
UK employers are compelled to make reasonable adjustments to accommodate the needs of a person with a disability and these adjustments must be considered with a specific individual and their specific role in mind.
Risk employers cannot ignore
Dr Julie Denning, managing director, chartered health psychologist at Working To Wellbeing and chairwoman of the Vocational Rehabilitation Association, (pictured) said: “The growing incidence of cancer in the workforce is a risk that employers can not afford to ignore; or they will no doubt be faced with reduced productivity, low retention, poor morale and increased costs.
“As well as making business-sense to take the front-foot, employers have a legal obligation via the Equality Act 2010 to support employees with disabilities, including those diagnosed with cancer, ensuring reasonable adjustments are made for them at work.“
Denning added the organisation had found most people with cancer wanted and needed to be in work.
“Our study has shown though that still only one in three have felt satisfied that they received reasonable adjustments to their job to manage their health, with few feeling satisfied with the level of workplace modifications, flexible working and coaching offered too,” she continued.