Cancer is an issue that touches almost every workplace, whether through employees’ own experiences or those of their families and colleagues. For UK employers, it is also an increasingly significant factor in workforce health, long-term absence, and claims within corporate PMI (private medical insurance).
World Cancer Day, marked this year on Wednesday the 4th of February, provides an important opportunity to reflect on how organisations support employees affected by cancer, and how that support can be both compassionate and sustainable.
As diagnosis rates rise and treatments become more advanced, many employers are seeing the impact of cancer reflected more clearly in their corporate PMI experience. While this reflects welcome progress in medical care, it also brings challenges around cost, absence management and the long-term affordability of employee health benefits.
Detecting cancer at an early stage significantly boosts the chances of successful treatment and survival. For employers, this means early detection is not only a matter of public health, but an important consideration when reviewing their wider employee wellbeing strategy and the sustainability of health benefits over the long term.
Fortunately, there are clear opportunities for employers to take a more proactive role, including through greater use of employee health screening and supporting better outcomes for employees while helping to manage the longer-term impact of cancer in the workplace.
Practical steps employers can take to support early cancer detection
Cancer screening programmes
Making screening convenient and accessible encourages participation and reduces the likelihood that employees delay checks due to time or cost pressures. Many employers are now choosing to incorporate targeted screening – such as breast, prostate, bowel or skin cancer checks – into their broader benefits or wellbeing offering, recognising the value of identifying issues earlier, when treatment is often less complex and outcomes are better.
Employers might choose to fund a cancer screening programme as part of their wider employee benefits programme, or provide employees with access to self-funded screenings, often on discounted rates and supported by online risk assessment questionnaires to help employees decide which screening option is right for them. What’s more, many screening tests can be carried out conveniently using at-home sample collection kits.
Health education and awareness campaigns
Employers can organise health talks, workshops and awareness sessions to educate employees about the importance of early cancer detection.
These initiatives can cover topics such as self-examination for breast and testicular cancer, the importance of regular check-ups, and recognising early symptoms. Aligning campaigns with key moments such as World Cancer Day, and reinforcing messages throughout the year, helps keep cancer awareness visible without being intrusive.
Employee assistance programmes
Employers can provide Employee Assistance programmes (EAPs) that offer resources and support for employees facing health challenges, including cancer, whether they are undergoing treatment themselves or supporting a colleague or loved one through the process.
EAPs can play an important role by providing confidential counselling, guidance on navigating treatment options and practical support with work-life balance during what is often a highly stressful period for individuals and their families.
Flexible work arrangements
Flexible work schedules can help employees make time for medical appointments, screening and treatment without negatively impacting their work.
This flexibility not only supports those undergoing treatment but can also encourage employees to prioritise preventative checks that might otherwise be postponed. Clear, supportive policies can make a significant difference to both early detection and recovery.
Health insurance
Providing comprehensive health insurance that covers cancer screening and treatment can remove financial barriers to early detection and care.
As cancer-related claims continue to rise, many employers are reviewing how their PMI arrangements support early diagnosis, fast access to treatment and ongoing care. Thoughtful plan design can help improve employee outcomes while supporting more sustainable long-term cost management.
Wellness programmes
It’s estimated that 40% of cancers are caused by modifiable risk factors1, mainly lifestyle factors such as diet, exercise, smoking and alcohol intake (Source: World Cancer Research Fund). It’s clear therefore that promoting overall wellness can help reduce cancer risk.
Employers can offer wellness programmes that focus on exercise, nutrition, stress management and smoking cessation. While these initiatives are not a substitute for screening, they form an important part of a preventative approach to employee health and wellbeing.
Partnerships with cancer charities
Employers can partner with cancer charities to offer employees further support.
This might include access to up-to-date information, advice lines, educational materials and signposting to specialist services. These partnerships can also help organisations approach cancer awareness in a sensitive, credible and supportive way.
Embedding early cancer support into your wellbeing strategy
Implementing these strategies supports greater awareness, healthier choices and early detection of cancer, and shows employees that their health and wellbeing are taken seriously. For employers facing rising claims costs, early intervention also helps support people while protecting the long-term sustainability of employee health benefits.
This gives UK employers a clear opportunity to improve outcomes for employees and reduce the longer-term impact of cancer on both individuals and employee benefit programmes. Broadstone helps employers take a joined-up approach, integrating cancer prevention, screening and ongoing support into a coherent employee wellbeing strategy.
