Cancer survivors often describe feeling as though they’ve 'fallen off a cliff' after discharge, left to navigate a complex landscape of lingering fatigue, cognitive challenges and deep anxiety about recurrence, all while facing the pressures of returning to work.
Read more: How to support employees in cancer remission
Instead of assuming a survivor is ready to dive back into the workplace, it’s crucial for organisations to recognise that effective support extends beyond medical clearance and into the workplace.
Understanding the realities of recovery
Cancer recovery is as complex as the illness itself. From our September 2024 Window to the Workplace study, we found only 43% of UK employees who’ve had cancer feel satisfied with their employer's return-to-work support, and only 36% are happy with the mental health assistance provided, dropping to 25% of those aged 55-plus. These numbers point to a clear need for tailored post-cancer support.
Traditional options like employee assistance programmes (EAPs) and occupational health (OH) services, often fall short of meeting these layered needs. EAPs can be too light-touch, while OH might simply assess someone as unfit to return, leaving employees caught in a cycle of disconnected resources that rarely address their full needs. Over the last decade, I’ve seen how crucial vocational rehabilitation (VR) is for easing this transition back to work. Yet, VR remains misunderstood and underrepresented in employee health benefits.
Why vocational rehabilitation matters
VR isn’t just health support; it’s a structured approach that helps people manage their recovery within the context of work, safely and sustainably. VR professionals collaborate with employees and employers, assessing someone’s readiness to work, managing symptoms and creating personalised return-to-work plans. Unlike generalist services, VR sees work itself as part of the healing process, not the end of it.
Read more: Working with cancer: a guidebook for HR
Not only does VR support the employee, but it also equips HR and line managers with essential tools. A recent report found only 11% of employers currently provide line manager training to support cancer survivors. Without this guidance, HR teams and managers often face unhelpful myths, such as the idea that employees need to be 100%-fit before returning. VR offers a structured, flexible approach that helps employees recover and reintegrate sustainably.
Practical steps for HR
To close this gap, employers should consider these five steps:
- Equip line managers with training. Line managers play a pivotal role, yet most lack the resources to support employees effectively. Regular, in-depth training is essential.
- Adopt a flexible approach. Avoid rigid,100%-fit policies. Cancer recovery is not linear; a collaborative, tailored return-to-work plan enables employees to reintegrate effectively.
- Create a policy to support long-term health conditions, such as cancer. While only 4% of companies currently have a cancer-specific support policy, 45% of organisations recognise the need for one, according to a 2024 report from the Institute of Employment Studies.
- Evaluate benefits packages. Is VR part of your benefits offering? Research shows that VR supports long-term employee retention and recovery.
- Focus on long-term outcomes. The goal isn’t simply getting someone back to work but helping them stay. Evidence shows VR significantly supports this goal.
A shift in perspective
Supporting cancer survivors returning to work should be at the heart of organisational policies, with flexibility and adaptability suited to individual needs. A 2012 charity report highlighted that all employees with a cancer diagnosis should receive support to stay in or return to work, and it recommends that VR interventions from skilled professionals address the complex needs of these individuals.
Read more: Managing cancer in the workplace: HR's role
Cancer survivors have overcome one of the toughest battles of their lives. By providing a bridge from treatment to workplace re-entry, employers can help their employees overcome the 'cliff' they often face post-treatment, creating a supportive, empowering path back to a fulfilling career.
Dr Julie Denning is managing director of Working To Wellbeing, and chair of the Vocational Rehabilitation Association
