3 ways to use employee benefits to support cancer carers in the workplace
A cancer diagnosis is a major event not only for the person diagnosed, but also for their family and friends – frequently the default caregivers. In fact, the impact of a cancer diagnosis and treatment can be even greater on family members than on patients themselves, according to some studies.
In the UK, a growing ageing population, longer survival rates, a move towards outpatient care and patients increasingly preferring care at home, mean that cancer care is now largely community based. This has resulted in cancer becoming one of the most common health conditions in receipt of unpaid caregiving.
In 2016, Macmillan estimated that there were more than 1.4 million cancer carers in the UK. However, the true number is thought to be much higher. Employers often lack accurate data on carers in their employment, partly because most caregiving employees don’t relate to the term ‘carer’, or have concerns about the effect on their jobs of disclosing their caring status. This makes developing appropriate policies a challenge.
For this, often invisible, group, the pressures of caring while juggling a job are substantial, with physical, psychological and financial implications. Pre-pandemic, 84% of all carers across the UK said that caring had a negative impact on their health, and naturally this has an impact on their ability to do their jobs as well as they might.
The task for employers is, therefore, simple but not necessarily easy: identify who in your workforce is a caregiver and find suitable ways to support them.
Supporting carers in the workplace
Including support for cancer carers in wellbeing strategies could undoubtedly have multiple benefits for both employers and employees, from better employee engagement and productivity, to retaining women in the workforce and fewer days lost due to absence.
All contribute to a positive result for employers and lead to happier and healthier employees. Here are three ways of supporting carers in the workplace.
1. Offer time and flexibility
Flexible working arrangements support carers to remain productive and in employment, and support their physical and mental health. The Work and Families Act 2006 and the Employment Rights Act 1996 give employed carers the right to request flexible working.
This can include compressed, reduced or term-time only hours, compassionate leave and unpaid leave, as well as working from home. According to Carers UK’s 2022 State of Caring report, 61% of carers agreed that working from home has enabled them to balance work and care more effectively.
As well as flexible working, consider including some paid days as well as annual leave to allow cancer caregivers to attend medical appointments, etc, and also to help avoid stressful conversations with managers around the need to take time off work.
2. Support carers financially
Pointing caregiving employees to external resources, such as grants, benefits and allowances, available through the NHS and charities, can help to ease the financial burden caused by caring responsibilities.
For example, Citizens Advice partners with Macmillian to provide advice on welfare benefits for those affected by cancer, plus grants and loans carers may be able to access, as well as details about how to claim for Carer’s Allowance.
3. Train managers to support carers
According to Carers UK, 57% of carers said they had an understanding line manager or employer, which helped them to balance work and care. While encouraging, it also means that 43% of working carers do not have that support.
Understanding the daily demands on cancer carers, and the demographics of employees most likely to be impacted by caring responsibilities, can help managers to be sensitive and supportive.
Managers should be able to clarify the rights of employees caring for loved ones with cancer, from flexible working options and sickness payments. They should also be able to point carers towards resources – both internal and external – and to help carers navigate extended absences and the transition back to work.
Other things employers can do
- Provide access to professionals, such as cancer nurses, to answer questions and point them towards resources and information, saving carers time and lessening anxiety.
- Give employees with cancer caregiving responsibilities access to experts such as psychotherapists and psychologists, which will support their mental health as they manage their responsibilities.
- Offer access to easily available and discrete resources (eg, digital tools) can help all carers, but particularly those who do not want to disclose their carer status, to stay informed and supported.
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In partnership with Perci Health
Perci Health is the first digital platform bridging the gap between cancer and wellness.
