Employers must ensure that they give customised support to match the requirements of people with cancer rather than trying to help everyone with a one-size-fits-all solution says RedArc.
National Cancer Survivors Day is approaching and according to RedArc, it is critical to provide flexibility to employees not only in terms of their working hours and days, their work location, and the type of job they do but also in terms of other things such as quick access to restrooms and an appropriate rest place. This flexibility must also extend to the help provided so that it can be modified to match the individual’s needs.
The many different types of cancers as well as how they are treated will impact how an individual’s body reacts and their capacity to work, according to RedArc. Some cancer therapies can have long-term, life-altering adverse effects, necessitating continual medicine, support, and changes for the individual, the company says.
RedArc says that employees can benefit from having access to a trusted medical professional who can act as a guide about what to expect, allow them to confidentially share concerns, provide mental health and wellbeing support, provide practical guidance on how to adapt and advise them on how to discuss returning to work with their employer.
RedArc managing director Christine Husbands says: “The first step in supporting staff who are receiving treatment for or recovering from, cancer is a recognition that no two cancer experiences are identical. Even when two people present with the same type of cancer with the same treatment, they can have very different experiences.
“One member of staff may react entirely differently to the treatment, their lifestyle and personal circumstances will also have an impact, as will their individual character. Some staff may need a lot of time off, others less so. Some may want to keep things more private; others will want to be open. Employers need to be prepared for all these eventualities and adapt their approach accordingly.”
She adds: “It’s important for employers to acknowledge that supporting staff through cancer is complex. Utilising the specialist support that is often embedded into employee benefits is not only advantageous for employees but it can also take the weight off employers’ shoulders too: knowing that their employees are being supported in the best possible way.”
Cancer is the most common reason for businesses to file claims for their employees’ group risk benefits. Grid, the industry body for group risk, says employers can support their employees by being aware that a person who has or has had, cancer is protected under the Equality Act from unfair treatment at work for the rest of their life and this includes making reasonable adjustments to their working lives going forward too. Employers with a group income protection policy can seek assistance with this, ensuring that their employees are fully informed and participating in the process.
Employers should make sure they’re taking advantage of all the extra help available through group risk insurance. Access to an employee assistance programme (EAP); a second medical opinion service – which can be vital in determining the accurate diagnosis and the most appropriate therapy for cancer; oncologist support; and HR help and advice are all common examples.
EAPs can also assist line managers and HR departments, and most group risk benefits will include this assistance. It’s critical to guideline managers through this process because many won’t know where to begin or how to best assist their coworkers.
Many group income protection policies include vocational rehabilitation assistance, which uses a variety of examinations, interventions, and services given by a variety of healthcare specialists to help determine how an individual can continue in or return to employment.
Grid adds that employers will find that a group income protection plan, in particular, provides helpful support in terms of providing advice on how to best manage a changing circumstance.
Grid spokesperson Katharine Moxham says: “Cancer is the most prevalent cause of claims on employer-sponsored financial protection benefits but the advantages of these policies go beyond being simply a financial lifeline for staff and their families at the point of cancer diagnosis or death. We know that for many, having cancer is no longer necessarily the death sentence it once was, meaning many employees will want or need to return to work. Indeed, the workplace represents normality for most people, so being able to keep in touch or return part-time, helps to provide some much-needed consistency in their lives as well as a pay-out.
“Group risk benefits are invaluable in helping both the employer and employee navigate this journey with all the twists and turns it may take during the individual’s diagnosis, treatment and survival. No two roads from diagnosis through to being back in the workplace will be the same, so employees and employers should lean on all the resources and support that they have available to them which are provided at no extra cost within group risk policies.”
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