Supporting Employees Affected by Cancer – Guidance for Small Employers

Supporting Employees Affected

October is Breast Cancer Awareness Month – a time to recognise the importance of early detection, open conversations, and compassionate support in the workplace. As a small employer, knowing how to help an employee affected by cancer (or caring for someone who is) can make a real difference to both their wellbeing and your organisation’s resilience.

Understanding Your Responsibilities

In the UK, a cancer diagnosis is legally classed as a disability under the Equality Act 2010. This means employees are protected from discrimination from the moment of diagnosis, even after treatment ends.

As an employer, you have a duty to make reasonable adjustments – practical changes that allow an employee to stay in work or return when they’re ready. These might include:

  • Flexible or reduced working hours
  • Temporary adjustments to duties
  • Remote or hybrid working options
  • Paid or unpaid time off for treatment or recovery

For smaller businesses, being flexible and proactive can prevent issues later and build trust that benefits everyone.

Understanding Your Employee’s Needs

Each person’s experience of cancer is different. Some employees may want to continue working through treatment for a sense of normality, while others will need extended time off. Open, confidential communication is key.

Encourage honest conversations and regular check-ins about:

  • Treatment plans and side effects that may impact work
  • Fatigue, anxiety, or confidence issues during recovery
  • Emotional wellbeing and access to counselling or peer support

Be mindful too of those caring for someone with cancer – they may face unpredictable schedules or emotional strain. Offering flexible working or short-term adjustments can help them stay engaged at work.

Reducing the Impact on Your Organisation

Small employers often fear disruption or uncertainty when a team member is unwell. The good news is that planning and empathy go hand-in-hand with productivity.

Practical steps include:

  • Creating a clear sickness absence and return-to-work plan
  • Cross-training staff or using temporary support where needed
  • Keeping communication consistent – agree how and when to stay in touch
  • Making use of Occupational Health or HR consultancy support

A culture of openness reduces anxiety and helps teams pull together rather than apart.

Accessing Expert Support – Macmillan at Work

Macmillan Cancer Support runs a fantastic initiative called Macmillan at Work, designed specifically for employers.
It provides:

  • Free training, toolkits and advice for managers
  • Guidance on policies, communication and legal obligations
  • Access to additional resources, consultancy and support

Visit Macmillan’s information for employers for downloadable materials, or contact the Macmillan Support Line on 0808 808 00 00 for free, confidential advice.

Final Thought

As an employer, you don’t need to have all the answers – but by showing understanding, offering flexibility, and using the right resources, you can make a significant positive impact. Supporting someone through cancer isn’t just good practice; it’s the mark of a truly caring workplace.

Find out more about Macmillan’s “Work and Cancer” resources and employer programme at macmillan.org.uk/employers.

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