Guidance for employers

When an employee is diagnosed with a blood cancer or related condition, he or she will undergo an enormous amount of stress. Not only does the diagnosis have an impact on the individual and their family, but will impact their work, their workplace and their employer.  It is important to respond to your employee’s diagnosis (or their loved one’s diagnosis) carefully, and realise that cancer is not necessarily a death sentence. With recent major medical advances, many people can be cured and live a long life after their diagnosis.

Keeping communication channels open so you and your employee can work together to manage the situation is key. Support from your employer can make a tremendous difference on the cancer journey and recovery.

Having the first conversation

Set a supportive tone in a comfortable environment for the initial meeting. Keep formal notes that detail next steps/an action plan that is saved in the employee’s folder and sent to the employee.  Where possible, and if the employee agrees, involve HR and the employee’s direct manager in the meeting, to ensure open communication. Focus on the issue/employee, listen carefully and keep communication clear, providing reinforcement and reassurance. Seek clarity where you need to.

• Review your employee’s rights and entitlements and ensure they have all the information they need. Seek support from your HR person . Familiarise yourself with the employee’s employment contract so you can be prepared for any technical employment questions.
• Clarify whether the employee wants their colleagues to know about the diagnosis and ensure their privacy is respected. Create a communication plan with colleagues about absence that both parties agree on.
• Ensure they know who they can talk to with any concerns. This might be you, their HR rep, Employee Assistance etc.

Work adjustments during and after treatment

If your employee continues to work – one option is to consider is Flexible Working Arrangements to allow for treatment and recovery.

Flexibility provides the opportunity for patients or carers to manage work and health appointments/treatment schedules in a way that works for them. This can help them stay connected to work as they face challenging health issues or care for their loved ones that do.  Employers are required to consider reasonable requests, but employees are also obligated to submit reasonable requests. Consider a plan under the advisory of your medical professional to ensure a robust return to work plan that works for your employer whilst still prioritising your health.

Remember it is a big step for someone returning to work after a blood cancer diagnosis or related condition. They will need some time to settle back into the working environment, especially as many will have a changed life perspective post-diagnosis.

Download our Guidance for Employers factsheet