AXA PPP's Nick Jeal sets out how employers must be better prepared for cancer in the workplace.
As individuals, the ‘C' word is one that most of us dread. Macmillan Cancer Support predicts that, on average, more than 1,000 people will be diagnosed with cancer every day in the UK this year, meaning the world will be changing for them and their loved ones.
And, with one in two people in the UK set to receive a cancer diagnosis in their lifetime, it is a disease which looks likely to affect almost everyone - either directly or indirectly - in a workplace.
However, despite this prevalence, some employers are failing to prepare for the impact that a diagnosis of cancer in a close family member has on their employees.
We know from our own research that employees struggle to perform at work when a loved one is diagnosed with the disease, which is understandable considering how their daily routines can be turned upside down.
In a survey undertaken last September, we found that 42% of employees with a close family member diagnosed with cancer acknowledged this had affected their work life.
It's a finding that's mirrored by a parallel survey of managers with employees in this situation, 70% of whom said they'd noticed a change in their employees' behaviour, leading to problems and disruption in their teams.
Failing to prepare
With such striking impact, how is it that some employers are failing to prepare for cancer? Clearly, cancer in the family can have a significant effect on an employee's performance and, as such, on their employer's business.
Affected employees may be unlikely to be able to concentrate on their work and may be emotionally unstable due to the changes going on in their home life. This then has a knock on effect on performance, productivity and ability to meet their targets.
Without suitable policies and procedures in place, it may be difficult for employers to respond to employees' needs effectively and in a timely fashion.
Therefore, it is important for employers to be mindful of the impact that a loved one's cancer will have on employees and consider the introduction of suitable policies and procedures that will help them through this difficult time.
Larger sized employers with access to occupational health and psychological support services may find these a helpful source of guidance and advice in this regard. Macmillan Cancer Support also offers a wealth of helpful information for employers and employees affected by cancer.
An example of the impact of a cancer diagnosis on work is the sheer amount of time that dealing with treatment can take. It requires lots of time travelling to and from and spent at hospitals - be it for scans, treatment or meetings with the doctors to discuss treatment plans.
No one should have to face this alone so employers should understand that, in many cases, spouses/children/siblings will want to accompany their loved one so they know what's going on and can support them.
It follows that they will be likely to need time off to do so, which can pose some searching questions for employers - does the employee use holiday, take paid or unpaid leave? Might they be able to agree a mutually acceptable flexible approach?
There is also the question of how much time off may be needed - employees who are a sole carer may need to be away for lengthy periods but, if they're not needed so much, it may be just for a few hours a month.
This can also affect other team members who, while they're likely to be supportive and sympathetic to their colleague's situation, shouldn't be expected to take on unreasonable workloads to cover for them.
When managing employees affected by cancer in the family, it is important for employers to reach a mutually agreeable plan. This will help employees to feel valued and put their mind at ease at a difficult time.
While there may be a short-term cost (be it through recruitment or time lost costs), this may be preferable to losing a valuable employee by failing to support them when they really needed it.
Having an open conversation with employees is key. If a manager sees an employee's performance drop, they should discuss it sensitively and, if they find the employee is struggling to deal with the pressures they're facing, they should consider measures such as relieving them of important tasks for the time being and/or taking more flexible approach to meeting deadlines.
As cancer becomes more prevalent in the UK, managing employees with a family member affected by the disease will become more commonplace. Employers should therefore be prepared to meet this challenge.
Having in place a clear policy for employees with close family members affected by a serious, potentially life changing event such as a diagnosis cancer - and ensuring that everyone in the company is aware of it - will make it easier to respond effectively when the occasion arises.
It will also increase the confidence of managers to deal positively and sympathetically with the situation as well as ensure that they let employees know about the support that's available to them and how to access it.
Introducing an effective policy should be readily achievable for larger sized employers with access to professional HR support.
Meanwhile smaller sized firms that don't have this kind of support may find the information provided by Macmillan Cancer Support's work resource helpful in deciding how best to manage employees affected by cancer.
Nick Jeal is head of corporate marketing for AXA PPP healthcare
