1. Aberystwyth University
Macmillan &
Aberystwyth University
Keith Reilly
13th September 2018
All content of this Macmillan at Work training slides and pack [amend description as necessary] ] is protected by copyright. Reproduction of any part of the copyright work is not permitted unless with the prior written authorisation of the owner. © Macmillan Cancer Support 2014

3. Impact of cancer on work Legislation Reasonable adjustments
Talking about cancer
Macmillan resources on work & cancer
What your organisation can do
Through..
Real life examples
Group discussion
Video
Action planning

4. Macmillan’s vision

6. In the UK:
More than 890,000 people of working age have been told they have cancer
Around 700,000 carers of people with cancer work full or part-time
85% of people think it’s important to continue to work
However, 33% had no choice but to give up work or change their roles as a result of their diagnosis.

7. As an employer you need to be aware that side effects and long term consequences can occur at any point from diagnosis until after treatment has stopped and beyond.
There are over 200 different types of cancer and the side effects can vary enormously.
For example Cancer and its treatments can cause:
Fatigue
Persistent hair loss
Body image issues
Depression, anxiety, loss of confidence
Swallowing/speech problems
Heart disease
Nausea, vomiting
Urinary or bowel incontinence
Lymphoedema and osteoporosis
Sexual difficulties
Pain
Social and financial difficulties.

8. Cancer is classed as a disability under the Equality Act and Disability Discrimination Act in Northern Ireland from the moment of diagnosis.
It also applies even when there is no longer any evidence of the cancer.
64% of line managers know that cancer is classed
as a disability under the Equality Act or DDA.
51% of employees say their employer did not
discuss sick pay entitlement, flexible working
arrangements, or reasonable adjustments once
they had informed them of their cancer diagnosis

9. Can you think of any reasonable adjustments which could be made in your role?
There is no fixed definition of ‘reasonable’. What is reasonable will depend on a range of circumstances.
Examples of what a reasonable adjustment can look like include:
Allowing time off for medical appointments
Adjusting performance targets
Being flexible about working hours
Allowing extra breaks to cope with fatigue
Adjusting sickness absence triggers
It is important to discuss with your employee what support they feel they may need from you, and review what adjustments may be possible.

16. Visit macmillan.org.uk/atwork for more information
Bespoke
sessions
Three hour course
designed for HR and line managers. This can be delivered in house to your organisation or you can attend an open workshop
If you need a series of shorter sessions or tailored content, we can create a bespoke package for your organisation
We can provide you with the materials and skills to establish a sustainable training model for your organisation
Managing
cancer in your
workplace
Train the trainer
Visit macmillan.org.uk/atwork for more information

18. ‘Macmillan gave me and my organisation the confidence to support employees through cancer.’
What can you and your organisation do to share the messages you’ve heard today and to put what you’ve learned into practice?
Jason Senior HR Advisor

20. @workandcancer