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 working after breast cancer and tackling the difficult conversations you may need to have with your employer.
Ways to support your employee after a breast cancer diagnosis, during their treatment and as they plan a return to work
When a colleague is diagnosed, find out what won't help as you try to support them
If you choose to, there may be benefits of speaking about your diagnosis in the workplace
Tips to help employers talk to an employee who has a breast cancer diagnosis
If an employee wants to share their breast cancer diagnosis with colleagues, talk to them about what they want to communicate, and when
*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.