- Would the individual like you to share the information with the team, or would the like it kept confidential?
- If they want the team to know how much information should be shared?
- Would they like to deliver the information in person, or would they like someone else to? If so who
- How do they want those people to find out e.g. Face to face, in a meeting etc
- If they are off work, who do they want to communicate with moving forwards e.g. line manager, colleague, HR, union rep
- What would they
By 2020, nearly one in two people in the UK will get cancer in their lifetime. And with survival rates improving due to better care, this means that right now, or sometime soon, you will have to deal with cancer in the workplace. This is why Macmillan at Work has developed training, guidance and resources to support HR and Line Managers with managing the impact of cancer at work. For people with cancer, staying in or returning to work is important and can be very positive. There is strong evidence that good work can have a positive impact on both physical and mental health and wellbeing – and it can even help with recovery. Line managers play an essential part in supporting the employee on their return to work, and can make work adjustments for them and adapt their workload. However, for many managers, one of the biggest concerns can be starting the initial conversations with the individual who has been diagnosed with cancer. What do you say? What don’t you say? Despite these concerns, initiating conversations and keeping communication channels open are key steps in gaining an understanding of individual needs and support required in the work place. In your initial conversation you may just need to listen and offer support, and it is important not to launch straight in with questions so that your employee isn’t overwhelmed. However it is important to put a communication plan together as there are some practical elements which you will need to know. Some of these include;