Practical ways a line manager can support an employee who is caring for someone with cancer.

Key takeaways

• Many carers won’t ask for help, so initiating an open and honest conversation about their experience is key to supporting them

• Flexibility and leave are two of the most important modes of support, so ensure you know what they are legally entitled to and what your organisation offers

• Checking in with the employee regularly can help you understand if things have changed and support them in managing their workload

• Work can provide a sense of relief for carers, so help protect this by avoiding unnecessary pressure and change

A cancer diagnosis is not only a major event for the person diagnosed, but also for their loved ones, who often find themselves in the role of caregivers. In fact, some studies report that the impact on loved ones can be even greater than on patients – affecting not only their physical and psychological health, but practical matters like finances. This article offers seven ways managers can support employees with caring responsibilities, from an initial conversation to regular checking in and knowing their legal rights. 

Start with a conversation

The most important thing a manager can do is open the door to a conversation – many carers won’t ask for help so don't wait for the employee to come to you.  Make it clear any conversation you have is confidential and ask open questions, such as, ‘How are you managing?’ rather than ‘Are you okay?’ Let them talk and actively listen. You don't have all the answers in that first conversation. Being heard is often what matters most. 

Offer flexibility

Employees have the legal right to request flexible working and, for carers, it is one of the most practical and impactful forms of support you can give. Consider adjusted start and finish times, remote working, compressed hours or the ability to take time off at short notice for appointments or crises. 

Flexibility does not need to be formally arranged from the outset – an informal agreement reviewed regularly can work well. However, it is important to be consistent. If you offer flexibility, follow through on it reliably. 

Check leave entitlements

Check your internal policies and processes and ensure the employee knows what leave is available to them, and any notification requirements.

All employees have a legal right to take emergency leave to care for a dependent. This is typically unpaid and short term, although your organisation’s policy may differ. Carers also have the right to five days of planned leave per year though, again, it’s worth checking your organisation's policy for any variation on this, and signposting accordingly. Compassionate leave policies may also be relevant depending on the circumstances. HR should be the first port of call for detail on entitlements.

Manage workload

Review the employee's workload with them collaboratively, and be open to suggestions on changes. Identify what is genuinely urgent, what can be paused, and what can be redistributed temporarily if required. Remember that circumstances can and do change, so check in with the employee regularly, to learn whether the current workload is manageable. 

Signpost to support

Many carers won’t know what support is available to them in the workplace, so sharing information with them directly is important. EAP services often include counselling, financial advice and legal guidance, all of which may be relevant to them, while Mental Health First Aiders can provide a listening ear and further signposting. Your organisation may also have a specific carers network in place, while external organisations such as Perci Health, Macmillan, Maggie's and Carers UK offer specific support for cancer carers. 

Check in regularly

Agree on a regular, informal check in aimed at maintaining connection and understanding the changing impacts to your employee in their role as a carer. It’s a good idea to keep these light and supportive in tone, and to make it clear that the employee can come to you between check-ins if something changes. Also, be consistent, as cancelled or forgotten check-ins can leave an employee feeling unsupported. 

Protect the employee's experience at work

Life can feel chaotic for many carers, and work can be a space where they feel capable and in control. As their manager, acknowledge their contribution and efforts under difficult circumstances, and aim to protect this space where possible by avoiding unnecessary pressure, public criticism or changes where possible.