Breast cancer remains the most common cancer among women globally, with a lifetime risk of 1 in 8 to 1 in 26, depending on genetic predispositions【i†source】. In South Africa, breast cancer awareness has highlighted the importance of workplace support in aiding women’s recovery and maintaining productivity.

The Impact of Breast Cancer on Working Women

The high incidence of breast cancer among working-age women presents significant challenges for organisations, according to research by Stellenbosch Business School. Remaining at work can positively impact recovery, with studies indicating that women who continue working experience higher survival rates【ii†source】.

MBA Healthcare Leadership graduate Mia Barnard explains that while breast cancer may temporarily reduce work capacity, it does not affect the ability to work long-term. However, misconceptions about the impact of cancer treatments often lead to reluctance in disclosing one’s condition due to fears of discrimination or job security threats.

Cultivating a Supportive Workplace Culture

To enable employees with breast cancer to remain productive, employers must foster open communication and a supportive work environment. Barnard highlights that supportive workplace policies can mitigate the loss of skills and enable women to balance their work-life commitments effectively.

While advances in breast cancer treatment have improved recovery rates, many women face discrimination and unfair labour practices. Over half of women in full-time positions report a need to reduce hours or move to part-time work, particularly during chemotherapy, which heightens job loss risk.

Legal Considerations in Supporting Employees with Cancer

In South Africa, employment laws protect against discrimination on the basis of chronic illness, including cancer. Employers are legally required to provide reasonable adjustments and inform employees of their rights regarding chronic illness. Adjustments may include flexible hours, job duty modifications, and ergonomic workplace setups.

Barnard advises that in situations where a position requires physical activity, companies should seek legal guidance to ensure compliance with fair labour practices.

Developing Effective Workplace Policies

Organisational policies should prohibit discrimination against employees with cancer and include accommodations for disability and flexible work arrangements. Policies should also protect privacy and incorporate psychosocial support to aid employees in balancing health and work responsibilities. Each case should be individually assessed to provide tailored support.

Practical Support for HR Practitioners

Barnard suggests that HR departments and line managers implement several interventions to support employees affected by cancer, including:

• Manager Training: Equip managers to manage chronic illnesses effectively, address ethical considerations, and ensure empathetic communication.
• Cancer Support Resources: Utilise organisations like CANSA to provide employees with information on support services and local resources.
• Insurance and Medical Aid Information: Provide information on medical aid schemes, disability cover, and income protection to support financial stability during treatment.
• Digital Tools: Develop online resources for both employees and managers, including return-to-work policies, legal guidelines, and links to support networks.

Barnard emphasises that proactive employee wellness programmes can make a substantial difference. This includes offering counselling services, mental health resources, and breast cancer screenings. Managers and staff should receive training to recognise signs of distress and model empathy, fostering an inclusive workplace culture.

Fostering a Vocational Rehabilitation Approach

For employees in treatment or recovery, employers should adopt a vocational rehabilitation approach. This involves assessing employees’ abilities and offering retraining or adjustments in responsibilities, schedules, or workspaces to facilitate their return to work. Occupational therapists play a valuable role in assessing work capabilities and accommodations.

Employers who support breast cancer survivors create a compassionate, inclusive workplace that promotes morale, productivity, and loyalty. As Barnard concludes, “Supporting women with breast cancer is not just compassionate; it’s a smart business strategy.”

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Workplace Support Critical After Breast Cancer Diagnosis

Discover how compassionate workplace policies can support employees diagnosed with breast cancer, aiding both recovery and productivity.
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