Supporting someone with cancer at work

Article Author: Dr Alan Twomey, Teladoc Health UK

When someone at work is going through medical treatment, whether for cancer, fertility treatment, mental health support, or another serious condition, the way their workplace responds can make a meaningful difference to their wellbeing.

A supportive environment can reduce stress, preserve dignity, and help people stay connected to work on their own terms. This isn’t just the responsibility of HR or line managers. Everyone plays a part in creating a culture where people feel supported.

Starting the right conversations

Support often begins with simple, thoughtful conversations.

For managers and HR, the aim isn’t to have all the answers or to immediately problem-solve. It’s about listening, showing empathy, and creating a sense of psychological safety.

Helpful questions might include:

• “How are you feeling about work at the moment?”
• “What would be most helpful from us right now?”
• “What would you like others to know, and what would you prefer to keep private?”

Avoid making assumptions about someone’s capacity, commitment, or recovery. Experiences of treatment can vary widely, and needs may change from week to week. Keeping conversations open, flexible, and ongoing is key.

It’s also important to be clear about what support is available. HR teams can help by explaining options such as sick leave, flexible working, reasonable adjustments, and employee benefits, without overwhelming the individual. Offering to follow up in writing can be helpful when someone is processing a lot.

Respecting privacy and personal choice

Not everyone will want to share details about what they’re going through.

It’s important to agree early on what can be communicated, by whom, and how. For example:

• Should a manager share a brief update with the team?
• Would the individual prefer colleagues not to ask questions?
• Is it okay for people to check in directly?

Respecting these boundaries helps build trust and avoids well-intentioned but uncomfortable interactions.

What ongoing support can look like

In many cases, it’s the small, practical adjustments that make the biggest difference.

This might include:

• Flexible working hours
• Adjusted workloads or priorities
• Short-term planning rather than long-term pressure
• Regular, informal check-ins

Managers should revisit these arrangements regularly, asking:

• “Is this still working for you?”
• “Do we need to adjust anything as things change?”

Consistency matters. Support shouldn’t fade after the initial period or once someone appears to be “back to normal”.

Alongside workplace support, employees may also have access to additional services through their employer. For example, Specialist Cancer Care services can provide personalised clinical and emotional support, helping individuals navigate treatment, appointments, and recovery with greater confidence. Managers can play a helpful role by signposting these services and encouraging their use where appropriate.

How colleagues can help

Colleagues often want to offer support but may feel unsure about what to say. In most cases, simple and genuine is best.

What can help:

• Following the individual’s lead in conversations
• Being flexible and understanding if plans change
• Treating them as a whole person, not just their condition

What to avoid:

• Offering unsolicited medical advice
• Minimising the experience (for example, “At least…”)
• Making assumptions about recovery or timelines

Sometimes, support simply means maintaining a sense of normality. This could be sharing a coffee, including someone in conversations, or keeping them involved in team life without pressure.

Supporting someone through or back to work

Continuing to work during treatment, or returning afterwards, can feel emotionally complex.

People may feel anxious about performance, visibility, or being seen differently by others.

Managers can support by:

• Re-establishing expectations together
• Agreeing how communication and feedback will work
• Reinforcing that asking for support or adjustments is entirely reasonable

HR teams can also provide guidance to ensure policies are applied consistently and compassionately, and to support managers who may feel unsure about how best to respond.

Creating a culture of care

Supporting someone through cancer treatment isn’t about having all the answers. It’s about empathy, flexibility, and ongoing dialogue.

When managers, HR teams, and colleagues work together to create a supportive environment, people feel valued, not despite what they’re going through, but as they are.

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