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Ongoing support and recognition of the implications of working post cancer and what they can do to adjust expectations of targets, tariffs etc 

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Ongoing support and recognition of the implications of working post cancer and what they can do to adjust expectations of targets, tariffs etc 

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I think a guidance letter would be good. Work appear to view my cancer as something that happened in the past and not a long term issue for me. 

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I think a guidance letter would be good. Work appear to view my cancer as something that happened in the past and not a long term issue for me. 

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For them to be better informed by HR about supporting me to remain at work

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For them to be better informed by HR about supporting me to remain at work

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I'm told to take regular breaks, but in reality that rarely happens. It can't in the type of job I do 

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I'm told to take regular breaks, but in reality that rarely happens. It can't in the type of job I do 

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I want them to be better informed about their responsibility to support those returning to work. I want them to be more proactive in making changes to job descriptions, roles, tasks, targets etc as part of the making reasonable adjustments.

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I want them to be better informed about their responsibility to support those returning to work. I want them to be more proactive in making changes to job descriptions, roles, tasks, targets etc as part of the making reasonable adjustments.

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I'm get so tired mentally and struggle to think straight. I can't get my words out. I get so stressed and overwhelmed so quickly. I want them to recognise that this is an ongoing issue and not a blip

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Regular reviews to discuss your workplace environment and any changes that might be needed to better support you

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I think it’s important that employers understand the crippling mental impact that fear of recurrence has on a person who has or has had cancer. Being supported to create a working environment in which movement is encouraged at regular intervals, takes away a worry that returning to work will inhibit a lifestyle that has been proven to reduce the relative risk of recurrence. I also think it makes the employee more productive and more focused – the movement and activity in itself, for any employee, helps with stress, concentration and wellbeing, but for a person living with or beyond cancer it is motivating and reassuring to know that a risk-reducing lifestyle and work can be balanced together.

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It’s not just about the practicalities of the job. Someone might be capable of doing their job well, but it could be having an unseen toll on their mental health that they feel unable to address, for example.

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I think the key point is that upon return to work, most cancer patents are ‘in recovery’ and not ‘recovered’ – some people will never reach a state of ‘recovered’. So this is not about short-term solutions; workplace changes may need to be implemented and reviewed for many years. Many people will still be on some form of active treatment – for example 10-year hormone treatment, 6-monthly bone infusions, etc – with side effects. Then there are also considerations around the long-term effects from having any kind of cancer treatment: fatigue, reduced muscle mass and strength, lymphedema, problems with eyesight or hearing, mental health problems (anxiety, health anxiety, depression, PTSD), skin conditions, issues with concentration and memory, forced menopause, forced infertility. It’s definitely very individualised, as everyone has a different experience.

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Employers should conduct personal reviews to support employees coming back to address their individual concerns about going back into the workplace. It would be brilliant to have some kind of guidance that covers the possible issues a person might face as an overview, but with a focus on a two-way conversation to identify the areas that the employee thinks will impact on their working life. Rather than ticking boxes or assuming that one solution or set of adaptions suits all. It would make it easier for the employee if the employer did have some guidance of potential problems and solutions to talk through, to initiate those conversations, rather than leaving it all on the employee to jumpstart the conversation.