When one of your employees is diagnosed with cancer, it affects the entire workplace. As a manager or business owner, your role goes beyond meeting deadlines and hitting performance targets – you have an opportunity to provide meaningful support to someone facing one of the toughest challenges of their life.
Supporting an employee with cancer isn’t just about being compassionate – it’s also about fostering a work environment that prioritizes understanding, flexibility, and respect.
Here’s how you can step up and be the kind of boss they need during this difficult time.
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Lead With Empathy
The first step in supporting an employee with cancer is to approach the situation with empathy. When they inform you of their diagnosis, listen carefully and acknowledge what they’re going through. Avoid rushing into logistical details about work and instead focus on showing understanding and care.
After the initial conversation, establish open lines of communication. Ask them how much they’re comfortable sharing with coworkers and offer to help manage those conversations. Let them lead the way in deciding how to handle the flow of information about their diagnosis.
Make it clear that they can come to you with updates or concerns at any time. A supportive environment starts with the assurance that their needs will be heard and respected.
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Understand Their Rights and Protections
As an employer, it’s your responsibility to understand and uphold the legal rights of an employee with cancer. Familiarize yourself with workplace laws, such as the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA), which provide protections for employees dealing with serious health conditions.
Under the ADA, cancer is considered a disability, meaning you may need to provide reasonable accommodations, such as modified work schedules or the ability to work remotely. The FMLA allows eligible employees to take unpaid leave for medical reasons without losing their jobs.
Make sure you’re compliant with these laws and communicate your willingness to provide accommodations. For example, if an employee is fighting mesothelioma, you may need to provide them with opportunities to visit with their doctors and attorneys throughout the week.
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Offer Flexibility With Work Arrangements
Cancer treatment often involves doctor appointments, chemotherapy, radiation, or other time-intensive procedures. Side effects like fatigue, nausea, and brain fog can make it challenging for your employee to maintain a standard work schedule.
Be proactive about offering flexibility. This might include:
- Adjusting their work hours to fit around treatment schedules.
- Allowing remote work if their role permits.
- Reducing their workload temporarily or redistributing tasks to other team members.
Flexibility demonstrates that you care about their well-being and want to make it as easy as possible for them to balance work and treatment.
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Respect Their Privacy
Cancer is a deeply personal experience, and not everyone wants their diagnosis or treatment journey to become public knowledge. While some employees may be comfortable sharing their story with coworkers, others may prefer to keep it private.
Respect their wishes regarding confidentiality. If coworkers ask questions about their absence or changes in workload, stick to neutral responses like, “They’re dealing with a personal matter.” Let the employee decide if and when they want to share more details.
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Provide Emotional Support Without Overstepping
While you can’t take away the challenges your employee is facing, you can create a workplace culture that offers emotional support. Simple gestures like checking in, offering encouragement, or providing a card from the team can go a long way in showing you care.
At the same time, be mindful not to overstep. Don’t press them for details about their condition or offer unsolicited advice about treatments. Focus on being a supportive listener and let them set the tone for discussions about their health.
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Connect Them With Resources
Navigating cancer treatment while working can be overwhelming. As their employer, you can help by connecting them with resources that make the process easier.
This could include:
- Referring them to your company’s Employee Assistance Program (EAP), which may offer counseling or support services.
- Providing information about health insurance benefits and helping them understand what’s covered.
- Offering a list of local or online support groups for individuals with cancer.
These resources can provide valuable support beyond what you’re able to offer in the workplace.
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Plan for the Long Term
Supporting an employee with cancer goes beyond the short term. You have to create a plan that works for them as their situation evolves. Recovery timelines vary, and even after treatment ends, your employee may need additional time to regain their strength.
Stay flexible and revisit accommodations as needed. For example, they may need to continue working reduced hours for a while or require additional time off for follow-up appointments.
Additionally, work with HR to ensure any policies or changes are documented, and keep the lines of communication open so you can adjust the plan as circumstances change.
Putting it All Together
As anyone who has been through it before knows, fighting cancer is difficult. As an employer, there’s a fine line to walk when dealing with an employee who has cancer. You need to be empathetic, but there’s also a practical side to keeping your business up and running.
By learning how to balance this situation, you can make smart, caring choices that show you prioritize people over profits.
