Supporting an employee after a cancer diagnosis

Breast cancer is still the most common cancer in UK women. Roughly 55,000 women (and ~400 men) are diagnosed each year. The good news: outcomes are far better when it’s caught early—recent UK research shows the average five-year risk of death for early invasive breast cancer is around 5% for women diagnosed in the 2010–2015 period. Screening invitations typically arrive every three years for ages 50–71 in England. Early checks and quick GP referrals matter.

First, a reality check for managers

Most managers aren’t oncologists, counsellors, or employment lawyers, and that’s okay. What we often see is perfectly decent people not knowing what to say or saying nothing for fear of saying the wrong thing. The fix isn’t perfection; it’s kindness, clarity, and small, consistent actions.

Also worth knowing: in Great Britain, cancer is legally treated as a disability from the day of diagnosis, which triggers duties not to discriminate and to consider reasonable adjustments. (Deep breath, this is about being fair and practical, not scary.)

What good support looks like

1) Start with humanity.
Thank them for telling you. Ask how they want their news handled (who should know, and how much detail). Don’t rush to solutions; listen first.

2) Move quickly on the easy wins.
Short-term, reviewable adjustments can make a big difference: flexible hours, hybrid working, workload reshaping, extra breaks, a quieter space, and paid time for treatment where possible. Book a short check-in a fortnight later, noting complicated, just “How’s this working? What needs tweaking?” (Think “iteration”, not “set-and-forget”.)

3) Bring in Occupational Health (OH) when useful.
Ask for clear, work-focused guidance: expected side-effects, stamina/fatigue, any safety flags, and a sensible phased return approach when the time comes. Keep it practical and proportionate.

4) Keep performance fair and humane.
Targets and timelines may need adjusting during treatment or recovery. It’s not “special treatment”; it’s reasonable treatment. Document what you agree on, keep it under review, and avoid knee-jerk formal processes when health is in play.

5) Don’t forget the carers.
Colleagues (and your employee’s partner or adult child) may be juggling hospital runs and worry. There’s now a statutory week of unpaid Carer’s Leave per year, and flexible working is a day-one right to request. Use these tools thoughtfully.

Tone, timing and tiny things that matter

• Say something. A simple “I’m sorry you’re dealing with this—how can we help at work?” beats polished silence.
• Let them set the dial on disclosure. Some people want the team to know; others prefer privacy. Respect it.
• Mind the calendar. Scan for treatment dates or scanxiety moments (pre-scan weeks can be rough). Keep meetings short and move the non-essentials.
• Energy is a currency. Fatigue can be the headline side-effect. Check in on how they are managing and help them prioritise the work that matters, avoiding unnecessary meetings
• Humour helps—carefully. It’s fine to keep things light if they do. If in doubt, follow their lead.

Useful signposts for you and your team

• Breast Cancer Now — clear info, support lines, and fundraising guidance. Breast Cancer Now
• Macmillan: Work & Cancer — practical employer/employee advice on adjustments and rights. Macmillan Cancer Support
• NHS Breast Screening — who’s invited and when. Share it in all-hands channels during Awareness Month (and beyond). nhs.uk+1