Employers are being left exposed to the fallout from cancer cases by a lack of specific planning, support and management according to research conducted among 500 HR professionals.
Almost three-quarters (71%) of HR managers surveyed say they don't have any policies in place for communications or management of employees with a cancer diagnosis.
Half (48%) believed line managers in their organisation are unprepared when it comes to managing staff with cancer, with 13% saying they don't think managers are prepared ‘at all'.
At the same time, over half think the line manager relationship is the most important form of support for employees with cancer.
When it comes to cancer 'survivors' returning to work, 61% of HR respondents say they don't have any policies in place for communicating with and managing employees.
Meanwhile 71% said their organisations don't provide any information on cancer awareness, or provide early detection of cancer through screening as a health benefit. And 44% don't currently offer cancer screening services and don't plan to in future.
In response to the survey, HR professionals did not agree whether employees should have to be open about their condition. Nearly half (46%) think staff should always have to tell their employer - contrary to current legislation.
The new report was commissioned by Check4Cancer - Cancer in the Workplace 2016.
HR professionals point to the low levels of recognition among senior executives for the potential implications of cancer in the workplace.
Some 40% say they don't think senior executives in their organisation are aware of the potential risks and costs. However, the HR professionals surveyed believe there will be significant impact on business performance.
Half (52%) of the HR managers believe there will be a medium or high impact on levels of absenteeism from rising numbers of cancer cases and ‘survivors' returning to work; 49% expect a medium or high impact on staff planning; 43% on Private Medical Insurance premiums; 39% on other insurance premiums; 38% on revenue or profit loss.
There is also evidence in the report of how employers are responding to the cancer threat with new and adapted employee benefits.
A third (34%) of HR managers have introduced free counselling specifically to help address cases of cancer. And a quarter (25%) have brought in extended, non-statutory leave; 20% say they now offer family support services relating to cancer. Others (27%) say their organisation is in the planning stages of introducing cancer screening.
Professor Gordon Wishart, chief medical officer of Check4Cancer, a private provider of early cancer detection services, said: "Employers appear to be relying on their managers' ability to think on their feet, and to treat cancer diagnoses as just another people management issue.
Diagnosis of cancer is clearly a very serious health issue - but also one that has long-term implications for the individual and their team members, colleagues and friends in the workplace.
"The improving survival rates - 50% of patients now survive 10 years after a cancer diagnosis - mean that cancer is more like a chronic illness, requiring long-term attention and treatment, alongside appropriate support from employers as part of their duty of care, and for cancer as a recognised disability. An ageing workforce means cases of cancer will become more prevalent and have longer-term impact on organisations."
