Working After Cancer: How Employers Can Make Work, Work
When someone has been through cancer treatment, returning to work and working after cancer can feel like stepping into unfamiliar territory. At Working To Wellbeing, we see this transition every day – and while the challenges are real, work itself can play a powerful role in recovery.
The goal is not simply to help people get back to work; it is to make work, work for them.
Understanding the Employee Experience
Many people living with or recovering from cancer describe a mix of emotions when they think about work. They might say:
- I cannot think straight – how can I go back to work?
- Being around people drains me.
- I am scared about what I will say to my line manager.
- I do not feel like an employee – I still feel like a patient.
These thoughts are common and understandable. The process of returning to work is not just logistical – it is deeply personal. The key message for employers is to see the person, not the illness. Compassion and flexibility go a long way.
Tip for HR: Ask open questions and listen carefully. People may appear well but still experience hidden symptoms or anxieties.
The Importance of Mindset
Part of recovery involves rediscovering who someone is right now – not who they were before diagnosis. Encouraging self-compassion and helping employees recognise their strengths can rebuild confidence and purpose.
Employers can support this by focusing discussions on:
- What can the person do? rather than What cannot they do?
- Setting small, achievable goals that build confidence.
- Regular check-ins that acknowledge that recovery is not a straight line.
The Daily Challenges
Fatigue, pain, anxiety, chemo brain and other symptoms can all affect performance. These are not signs of low motivation – they are real, lived effects of treatment and recovery.
Employers can help by understanding how symptoms may show up at work:
- Fatigue: reduced focus and communication.
- Neuropathy: difficulty with typing, walking or fine movements.
- Anxiety or low mood: concentration and confidence challenges.
- Menopause symptoms: fogginess, fatigue and discomfort.
Policy insight: Equality Act 2010
Cancer is a protected characteristic under the Equality Act 2010. Employers must make reasonable adjustments to support people affected by it. This is both a legal requirement and good employment practice.
Examples include:
- Phased returns to work.
- Flexible hours or hybrid working.
- Adapted equipment or workspaces.
- Time off for rehabilitation or treatment.
- Buddy systems, mentoring or coaching support.
These changes not only meet legal obligations – they foster loyalty, engagement and trust.
Starting the Conversation
Talking about health can be daunting. Employers can help by creating a culture where it is safe to be open.
“You look well – it is good to see you. How are you really feeling about being back at work?”
Creating a Return-to-Work Plan
A structured plan helps manage expectations for everyone involved. It should outline:
- What tasks the employee can and cannot do currently.
- What adjustments or supports are in place.
- When and how progress will be reviewed.
Remember that recovery can fluctuate. Plans should adapt as the employee regains strength and confidence.
Remember: People Have Choices
Working after cancer does not always mean returning to the same job, employer or hours. Some people may wish to volunteer, work part-time or explore new roles. What matters most is maintaining a working mindset – staying connected to purpose, identity and contribution.
The Takeaway for Employers
When employers approach return-to-work conversations with empathy, flexibility and understanding, they help individuals recover and strengthen workplace culture. Work can – and should – be part of recovery. The right support makes that possible.
Want to see how Working To Wellbeing support people to return to and thrive at work following cancer treatment? Read our case study on Karen’s journey back to work following breast cancer treatment.