Expert says it's about 'ensuring employees don't just return to work but thrive in it'
"Cancer recovery isn’t just about surviving—it’s about thriving," says Alan King, president and CEO of Workplace Options. As more employees return to work after cancer treatment, health and safety leaders must rethink how they support these workers. Recovery doesn’t end when treatment stops—it extends into the workplace, where survivors face physical, emotional, and professional hurdles.
Overlooked challenges of returning to work
Many employers assume that once an employee is in remission, their transition back to work is straightforward. King calls this a major oversight.
"One of the primary things that gets overlooked is the belief that returning to work is entirely about the medical aspect," he explains. "In reality, surviving cancer is a traumatic experience with lasting mental and physical effects."
Employees often struggle with fatigue, cognitive difficulties, and anxiety about workplace stigma. Meanwhile, managers may be unsure how to accommodate returning employees while balancing business needs.
Holistic approach to reintegration
Health and safety leaders must take a proactive, structured approach. Programs like the Return to Work: Cancer Care Compass Program address these challenges with multi-layered support.
"Our program provides much more than mental health support," King explains. "It connects employees to a network of resources that address the practical implications of coming back to work."
The Cancer Care Compass Program includes:
- Up to 18 counseling sessions to help employees manage stress and build resilience.
- 12 coaching sessions with a Coordinator of Occupational Reintegration and Adaptation (CORAT) to ease workplace challenges.
- Functional assessments to connect employees with physical rehabilitation, dietary support, and mobility aids.
- Manager training to ensure supervisors create a supportive and accommodating environment.
For King, setting expectations with colleagues and supervisors is just as important as supporting the employee. "When someone returns, they’re often as worried about how colleagues will react as they are about their own return," he says.
Equipping managers to lead with confidence
Managers play a crucial role in fostering a psychologically safe workplace. Yet many struggle to find the right words when welcoming back an employee.
"It’s not unlike talking to someone who has faced bereavement," King says. "We don’t always know what to say, so we say nothing. And that silence can make things worse."
To help, the program offers unlimited manager consultations and a three-chapter Manager Toolkit covering preparation, implementation, and sustained support.
King advises leaders to start with a simple but powerful message:
"Welcome back. We missed you. We know this has been hard, and we’re here for you."
Culture of support
The workplace plays a critical role in long-term cancer recovery. By integrating structured programs and fostering open communication, employers can ensure cancer survivors feel valued and supported.
"This program came about because our clients told us there was nothing that truly connected all the different pieces—medical, mental, and professional support," King explains. "It’s about more than just policies. It’s about ensuring employees don’t just return to work but thrive in it."
For health and safety leaders, the message is clear: a well-supported return-to-work process strengthens both employees and workplace culture.
