As we observe World Cancer Day today, on 4 February, the message is clear: employers must lead the charge in creating cancer-ready workplaces.
As global cancer rates continue to rise, employers can no longer afford to overlook the impact of this disease on their workforce. The World Health Organisation (WHO) projects that new cancer cases will surge by 77% by 2050, making it one of the most pressing workplace challenges of the coming decades. With cancer diagnoses at record highs and employees increasingly demanding support, businesses must act now to safeguard not only their talent but also their financial stability.
CANCER CONCERNS
According to a recent study by Group Risk Development (GRiD), 27% of employers are concerned about Baby Boomers living with serious illnesses like cancer. Concerns extend to 23% for Gen X employees, 13% for Millennials, and 11% for Gen Z workers. Meanwhile, employee anxiety about serious health conditions has risen from 12% in 2024 to 18% in 2025.
With a growing number of cancer diagnoses, businesses face dual challenges: ensuring adequate workplace support and mitigating financial risk. Research highlights that 69% of employers are worried about the cost implications of cancer-related absenteeism and healthcare expenses. Furthermore, 54% of employers have reported an increase in cancer cases among their employees.
CANCER SUPPORT AT WORK
Employers who fail to acknowledge the growing impact of cancer on their workforce risk higher absenteeism, reduced productivity, and even the loss of talent. However, most employers are failing their employees when it comes to cancer care. Despite the growing prevalence of cancer, many employees feel unsupported in their workplaces. Research from Reframe Cancer, based on a survey of 500 UK employees with cancer, reveals that support is not always forthcoming.
The insight shows that 66% of employees did not believe that their employer was quick to respond and offer support when informed about their cancer diagnosis. Similarly, 67% of employees said they did not feel their employer showed concern or interest throughout their cancer journey. Given this, it’s no surprise that more than 7 in 10 (71%) employees did not believe that their employer was fully prepared to support an employee battling cancer.
THE REALITIES OF WORKING WITH CANCER
While some (33%) employees believe work is a “good distraction” during their cancer battle, 67% do not agree. Working with cancer can be complex, and almost a quarter of employees with cancer (22%) say they feel stressed while working. Employees in supervisory and middle management roles report the highest levels of stress (25%), compared to just 12% of those holding more junior, entry-level positions.
Employers should also note that 70% of employees with cancer say the emotional impact of cancer makes it difficult to keep working, 70% say physical symptoms like fatigue and nausea create challenges, and 69% report cognitive symptoms such as brain fog hinder their ability to work.
LEGISLATIVE PROTECTIONS
The UK’s Equality Act 2010 is an important piece of legislation that classifies cancer as a disability. This legal protection does not end once treatment finishes. Employers must work within the Act to provide reasonable workplace adjustments for returning workers.
The Act provides employees with some important rights, such as the ability to negotiate changes to their work or workplace, whether that involves time off for treatment and recovery or flexible working hours. It also offers legal protection if employees feel they are being treated unfairly due to their illness. Despite this, the insight from Reframe Cancer reveals that 73% of employees with cancer said workplace adjustments were not made upon their return to work. This issue is particularly prominent for women, with 54% reporting no adjustments were made. Additionally, one in five (20%) employees stated that they were unaware of their rights under the Equality Act.
Those who were unaware of the Equality Act 2010 reported that work became an added stress during their cancer journey (28%) and were less likely to feel supported. They were also more likely to feel that their employer could have done more.
LACK OF SUPPORT RESULTS IN TALENT LOSS
It’s clear that a lack of employer support also contributes to talent loss. 11% of employees said they plan to leave their employer due to insufficient support during their cancer journey. Where colleagues avoided discussing cancer with them (16%), 17% of employees wanted to leave their job due to the lack of support. Moreover, 69% of employees say they did not believe they received any advice or support from HR throughout their cancer journey.
This isn’t just a problem for employees; it’s an organisational issue. Lack of cancer support has financial repercussions. Research shows that 70% of employers worry about the costs of cancer-related absences and healthcare. Yet many still lack a cohesive, comprehensive plan to address this challenge.
PRIORITISING WORKPLACE CANCER SUPPORT
So, what should employers be doing? First and foremost, they need to offer comprehensive, flexible support that goes beyond healthcare coverage. Access to specialist cancer care, second opinions, and mental health services should be standard. Financial safety nets are crucial too. Employees need peace of mind during their treatment, knowing they can rely on their workplace for support.
Katharine Moxham, spokesperson for GRiD, emphasises that employers should ask themselves, “How can we best support an employee during a cancer diagnosis?” It’s about creating an environment where employees don’t just survive their diagnosis, but thrive despite it.
GLOBAL CANCER SUPPORT CHALLENGES
For global employers, the challenge intensifies. Cancer care varies widely across countries, and employers must adapt their support to regional needs. Sarah Dennis, Head of International at Towergate Employee Benefits, explains that countries with better healthcare systems, like Australia, have higher survival rates. But in areas like Polynesia, where cancer mortality is among the highest, the approach to cancer care requires more investment.
Employers must account for these regional disparities to ensure no employee is left behind, regardless of where they are based. Tailoring cancer support to fit the unique needs of each location is no longer optional; it’s essential.
WAKE-UP CALL FOR BUSINESSES
Employers who neglect cancer support risk serious consequences. The financial impact of cancer is substantial, and failing to provide adequate resources can lead to lost productivity and talent. Research from Reframe Cancer shows that 73% of cancer survivors reported a lack of workplace adjustments when returning after treatment, and 11% said they would leave their job because of insufficient support.
Mark Stephenson, CEO of Reframe Cancer, argues, “Employers are increasingly aware of the importance of supporting cancer patients. But there’s a significant gap between awareness and action.”
The projected 77% increase in cancer cases by 2050 is a wake-up call for businesses worldwide. The cost of inaction is too high for both businesses and their employees. Workplace support for employees with cancer is not just a matter of compliance – it’s a strategic necessity. Employers need to act now to ensure they’re equipped to support their workforce. Offering flexible, comprehensive and tailored cancer care isn’t just good for employees; it’s good for business. Companies that proactively implement cancer-friendly policies will not only mitigate financial risk but also retain talent, boost employee loyalty and strengthen their corporate reputation.
CALL FOR ACTION
So what can employers do to create cancer-ready workplaces? Here are six key strategies:
- Develop comprehensive cancer support policies: Provide financial, emotional, and practical assistance.
- Ensure flexible workplace adjustments: Offer flexible working and any required adjustments while meeting legal obligations for the country you are operating in.
- Improve HR preparedness: Train HR teams to support employees with cancer.
- Expand access to healthcare services: Offer private healthcare where possible and ensure equitable access.
- Prioritise mental health support: Recognise the emotional toll of cancer and provide counselling services.
- Encourage preventative health measures: Implement workplace initiatives such as routine cancer screenings and wellness programmes.
Check out Reframe Cancer’s full research report by clicking here.
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