- More than half (57%) of employers believe they have a responsibility to provide or share cancer information with employees
- Yet four in ten (40%) have taken no specific action to help employees access reliable information about cancer
- Just one in five (21%) share information from trusted organisations such as the NHS and cancer charities
- Only 12% train managers to support employees affected by cancer
- Isio says employers can play an important role in helping employees navigate towards trusted information and make better use of existing health benefits
More than half (57%) of UK employers believe they have a responsibility to provide or share information about cancer with their employees, yet four in ten (40%) have taken no specific action to help their workforce access reliable information, according to new research from Isio.
The findings come as employees have access to an ever-growing volume of health information online, making it increasingly important that people can identify credible sources and know where to turn for professional support when they have concerns about their health. While 22% of employers believe they have a great deal of responsibility to provide or share cancer information and 35% believe they have a fair amount, relatively few are taking specific steps to help employees navigate the information available.
Just one in five (21%) employers share information from trusted organisations such as the NHS, Macmillan Cancer Support or Cancer Research UK. Fewer than one in five (17%) offer employee wellbeing or health education sessions, while 14% direct employees to information through an Employee Assistance Programme (EAP). Employers are also taking a range of other approaches to help employees access reliable information, although uptake remains relatively low. Around one in eight promote cancer screening (13%) or include cancer awareness within wellbeing communications (13%), while 12% educate employees about identifying reliable health information online. Managers can also play an important role in helping employees navigate workplace support following a cancer diagnosis, but just 12% of employers currently provide managers with training to support employees affected by cancer.
The research shows that approaches vary considerably according to the size of the organisation. Two thirds (66%) of sole traders and 44% of micro businesses have taken no specific action to help employees access reliable cancer information, compared with 33% of small businesses and 16% of medium-sized businesses. Medium-sized employers are also more likely to share information from trusted organisations (34%), provide wellbeing or health education sessions (27%) and train managers to support employees affected by cancer (26%).
The findings highlight an opportunity for employers to consider not only what health and wellbeing support they provide, but how easily employees can navigate it when they need it. Many organisations already invest in benefits that can support employees facing serious illness, but their value depends in part on employees knowing what is available, where to find it and how to access appropriate professional support.
Steve Thomson, Wellbeing Lead at Isio, commented:
“Employees have access to more health information than ever before, but that doesn’t necessarily make it easier to know what to trust. When someone is worried about cancer, misinformation can create uncertainty and anxiety, or potentially delay them seeking the right support. Employers shouldn’t be expected to become health experts, but they are well placed to help people navigate towards credible information and professional advice.”
“What stands out from this research is the gap between intent and action. More than half of employers recognise they have a responsibility to provide or share cancer information, yet four in ten have taken no specific action to help employees access reliable sources. Closing that gap doesn’t necessarily mean introducing another benefit. Many organisations already provide valuable support, but employees need to know it exists, understand how to access it and feel confident using it when they need it.”
“That means looking at the whole employee journey – from the point someone first has a health concern through to diagnosis, treatment and returning to or remaining in work. Clear signposting to trusted information, making existing benefits easier to navigate and equipping managers to direct people towards appropriate support can all make a difference. Ultimately, the value of a benefit isn’t simply that it exists; it’s whether employees can find and use the right support at the moment it matters.”
