A cancer diagnosis is a life-changing event that extends far beyond the medical reality of treatment
Receiving a cancer diagnosis is a sobering and significant life event. It touches the very fabric of a person’s life, their identity, their financial wellbeing, and their role within their team. For many, work provides a vital sense of normalcy and purpose during a challenging time.
However, workplaces can be complicated environments. Employers may feel uncertain about how to balance operational needs with empathy, while employees often fear that a diagnosis might jeopardise their job security.
The Cancer Association of South Africa (CANSA) has developed a comprehensive guide, Human Rights and Cancer in the Workplace, to help bridge this gap. By grounding our response in compassion, human rights, and legal best practices, we can create environments where employees feel valued and supported throughout their journey.
What is cancer?
Cancer is a group of diseases characterised by the uncontrolled growth and spread of abnormal cells in the body. These cells form tumours and may invade nearby tissues or spread (metastasise) to other parts of the body. Although often spoken about as one illness, cancer is not a single disease. There are many types of cancer, each affecting the body differently and requiring different treatment approaches. Early detection and timely treatment significantly improve outcomes and increase the chances of recovery and continued participation in work and daily life.
Why support matters
When a colleague is diagnosed with cancer, the entire workplace ecosystem is affected. A supportive response; one that prioritises dignity and open communication, not only helps the person, but also preserves team morale and organisational trust.
Conversely, failing to address the situation with sensitivity can lead to unnecessary stress, discrimination, and trauma.
The Patientsâ Rights Charter ensures that all people in South Africa receive healthcare that respects dignity, equality, and human rights. It applies to all healthcare services and is relevant to workplaces supporting employees with cancer.
Key pillars of a supportive workplace
Cancer is not a singular experience; it varies significantly by type, stage, and treatment plan.
- It is crucial to remember that cancer is not contagious. Everyoneâs experience is different. Two people with the same diagnosis may have vastly different physical and emotional needs.
- Avoid assumptions. Instead of deciding what an employee can or cannot do, open a dialogue. Ask, “How can we best support you?”
- South African law, including the Constitution, the Employment Equity Act, and the Labour Relations Act, provides strong protections against unfair discrimination. Employers have an ethical and legal duty to consider “reasonable accommodation.” This means adjusting the work environment or role to enable an employee to keep working wherever reasonably possible without causing undue hardship.
- Reasonable accommodation isn’t one-size-fits-all. It might look like flexible working hours, hybrid or remote options, redistributing certain tasks to reduce physical or mental fatigue.
- Confidentiality is a cornerstone of trust. Employees have the right to privacy regarding their diagnosis. Any disclosure to the team should be managed with the employee’s explicit consent and on their terms. This protects them from stigma while ensuring they receive the support they need.
Where to find help
Creating a workplace free of stigma is a shared responsibility that grows through education, empathy, and everyday kindness. When dignity leads, support follows. By committing to these values, we ensure that our workplaces remain spaces where people can heal, contribute, and belong even when facing life’s toughest challenges.
What is one specific step you think your own workplace could take today to become a more supportive environment for those managing chronic health conditions?
Images: Unsplash
