Finding out that someone you work with has been diagnosed with cancer can raise a lot of feelings, and it’s natural to want to support your colleagues in the best way you can. Here, with expert insight and advice from Rosanna Nordling, Global Case Manager and Adult Nurse at Bupa Global, we share practical and empathetic ideas for offering the right kind of support.
We know that feeling supported in the workplace has a significant part to play in a person’s wellbeing during cancer. In fact, a study from the Working with Cancer foundation found that 90% of cancer patients reported that support at work positively impacts their health.
However, in a professional setting, the support you offer a colleague might depend on the kind of relationship you have, their personal preferences or their unique circumstances.
In this article, our contributor Rosanna gives her perspective on some of the biggest challenges faced by those going through cancer at work, the common misconceptions they may encounter along the way, as well as practical and empathetic ways to offer support.
Everyone is different
There are lots of misconceptions about cancer, especially when it comes to work, from they can’t work at all to if they look okay, they must feel okay, or even they don’t want to talk about it, but often these can be far from the truth.
A good starting point is to remember that everyone reacts to things differently, and your colleague may not have the reaction you expect. Rosanna notes, “Some may feel unable to work, while others find work a helpful distraction.”
Similarly, some people are happy to share their experiences, thoughts and feelings, while others are more private and may be uncomfortable in the spotlight. It may even be that although they are happy for you to know, they don’t want it to be common knowledge at work. Rosanna adds, “Let them decide what to share and don’t pressure them for information.”
The type of support you offer may also vary depending on your colleague’s personal situation. For example, someone with a young family may be looking for help with practical concerns, such as help with childcare. Someone who lives on their own, on the other hand, may prefer the offer of a cup of coffee and chance to chat. As Rosanna puts it, “The key is to ask and adapt but never assume. Ask the individual how you can best support them.”
What are the biggest challenges employees face when diagnosed with cancer?
Physical and cognitive side effects
Rosanna explains, “Treatment often brings fatigue, pain, lowered immunity, and cognitive changes like “chemo brain,” which can affect focus and performance.
The diagnosis itself can also deeply affect confidence and self-image. For example, a breast cancer patient recovering from a mastectomy may struggle with body image. A colon cancer patient managing a stoma may feel anxious about leaving home or changing their stoma bag at work.”
Rosanna’s advice:
“Create a safe, understanding environment – acknowledge challenges without judgment. Sometimes gentle humour and openness can help normalise situations like stoma-related issues.”
Treatment-driven absenteeism and workload disruptions
“Appointments and recovery periods can be unpredictable, adding stress for the employee and the team.”
Rosanna’s advice:
“Offering flexibility in scheduling can make a big difference. Managers could help by redistributing workload, and colleagues could step in on certain tasks where they’re able to.”
Emotional and psychological toll
“Cancer doesn’t just affect the body – it impacts mental health too. Anxiety, low mood, isolation, and fear of judgment are common.”
Your colleague may also move through the five common stages of grief – denial, anger, bargaining, depression, and acceptance – often in a non-linear and deeply personal way.
Rosanna’s advice:
“Simply letting them know you’re there to listen and offering support can go a long way.”
This steady, compassionate presence can help them feel less alone as they navigate an overwhelming and uncertain time.
How to show you care
A few simple words are sometimes all it takes, especially for those who are more private. Here are a few ways to show you’re happy to offer more support, if needed.
- Suggest a regular check in time at work
- Plan occasional lunch or coffee breaks together
- Let them know that you are always available
- Be sensitive to their situation in regular work communications
If your colleague is away from work during treatment, it can be nice to show that you are thinking of them. You could:
- Send a card, flowers or small gift
- Stay in touch in whichever way works best for them (text, call, email etc.)
- Invite them to team events and make it clear it’s OK if they don’t attend
Finding normality
A sense of routine and normality can be useful for some people when dealing with cancer, and work can be a part of that. When it comes to the day-to-day, try to treat your colleagues as normally as possible while respecting their boundaries and following their lead.
Offering to cover some tasks or making clear that you understand there may be interruption to their work can be very helpful, but it’s important to do so without making a fuss.
It might feel tricky to approach the subject, but there are thoughtful, empathetic ways to do so. Rosanna explains, “The key is to listen without trying to fix things.” She suggests using open-ended questions to open a discussion, which can be as simple as: How are you? How are you feeling? Is there anything I can do to support you?
And finally
It can be overwhelming learning of a colleague’s diagnosis, especially if you are close to the person or you have a personal experience of cancer either yourself or through a loved one. Be mindful that your colleague may not have the capacity to be social or may want to conserve energy. Don’t take it personally or feel discouraged if they don’t respond to your efforts to be in touch. All you need to do is be open to supporting your colleague in ways that feel appropriate.
If you are currently supporting a colleague through their cancer diagnosis or treatment, be sure to ask your manager or HR specialist for access to additional workplace resources and support, such as through an Employee Assistance Programme (EAP).
