This is a continuation to Cancer in the Workplace Part 1 on 2nd November 2018.
Emotional effects
The effects on mental health from a diagnosis of cancer cannot be underestimated. There is an increased risk of suicide following a diagnosis of cancer. The emotional effects often occur after treatments have ended and the individual has the time and head space to start mentally processing all that has occurred to them. Whilst receiving treatment they will be having regular contact with healthcare professionals and others who are having a similar experience. This can give some level of support. When treatment ends this support also ends.
Typical difficult emotions are; anger, sadness, anxiety, loneliness, loss of life purpose.
Confidentiality
The protection of sensitive personal information or data is legislated in GDPR or Data Protection Act 2018 and applies to all health information; not just cancer. Cancer tends to be an emotive topic for all.
Disclosing health information to the employer by the employee will be necessary to allow for the appropriate workplace management of the individual. It is advisable to have an agreement between the employer and employee about who has access to the disclosed information. If the employee is absent from work, then the employer will need to agree with the employee about what information is to be given to others if they ask where the individual is.
Received occupational health reports and other medical reports should only be accessed and viewed by the requesting person to whom the employee gave consent to viewing.
Adjustments
A critical aspect of considering the employee who has cancer is to have open, empathetic and consistent communications. The relationship between the line manager and employee are important to ensure each parties’ needs are considered. Being able to offer adjustments can enable the employee to work (if wanted). The employee’s work abilities will vary on a day to day basis and over longer periods of time. There are likely to be occasions when the employee is not able to work. Below are some suggested adjustments:
- Flexi location to avoid a long commute
- Avoid travel on public transport (reduces risk of infections) through taxi or lift sharing (if the employee does not drive)
- Flexi demands that match the reduced work demands
- Flexi time; so able to rest when fatigued.
- Offer access to counselling/therapy
- Agree time off for medical appointments
- Refer to occupational health for an individual assessment of work abilities and consideration of adjustments that may be appropriate
- Joint planning of work and regular reviews
Conclusion
An employee with cancer may be able to continue working. Being in work can assist the individual to cope with the diagnosis and treatments. Good open dialogues between all parties, will need to occur frequently to ensure all are understanding of each other’s needs.
