Breast cancer not only affects people physically, but also emotionally and financially.
If you are an employer, manager, supervisor or human resources representative and one of your employees is diagnosed with breast cancer, you play an important role in supporting them in the workplace.
As a manager, it’s important to remember there is no one-size-fits-all solution, it’s really about understanding the particular situation and being flexible and adaptable.
Supporting your employee can make a big difference to them and their ability to continue to do their job. It can also mean you meet your legal obligations.
The best way to support your employee will depend on the type of work they do, their diagnosis and treatment, and whether or not they need or want to work throughout and beyond their treatment.
The information throughout this section provides information about your obligations as an employer and how to manage an employee’s breast cancer diagnosis within the workplace.
For further information, the following resources are available:
Let’s be upfront about life after cancer treatment.
Let’s be Upfront about managing expectations.
Let’s be Upfront about surprises and disappointments in relationships.
Let’s be Upfront about working after breast cancer and tackling the difficult conversations you may need to have with your employer.
Let’s be Upfront about being a young woman and experiencing a breast cancer diagnosis.
Let’s be Upfront about being a young woman with breast cancer
*This article does not provide medical advice and is intended for informational purposes only.
Please consult a medical professional or healthcare provider if you're seeking medical advice, diagnoses, or treatment.