Cancer, mental health conditions and musculoskeletal disorders make up more than half of employee health cases referred for specialist support, pointing to the conditions most likely to disrupt people’s ability to work.
Figures from RedArc, a UK-based nurse-led support service, showed the three conditions accounted for 51 percent of all referrals between 2021 and 2025.
The organisation tracks the main reason people are referred to its service and currently supports individuals dealing with around 50 conditions, ranging from clinical illnesses to life events such as bereavement or caring responsibilities.
Serious health conditions creating wider workplace challenges
The figures suggest that employees dealing with significant health problems often need broader forms of support than medical treatment alone.
Cancer, mental health problems and musculoskeletal disorders can all have long-term effects on a person’s ability to work, particularly where symptoms fluctuate or treatment is ongoing.
Christine Husbands, a commercial consultant at RedArc, said people coping with serious diagnoses frequently faced practical and emotional pressures alongside their health condition.
“While much of our work focuses on directly supporting individuals with health conditions, it’s important to recognise that people facing serious diagnoses — such as cancer, mental health challenges or musculoskeletal disorders — often need more than just medical care,” she said.
She said many individuals were also managing family responsibilities or personal changes during treatment or recovery. “From managing responsibilities for dependants to adjusting to physical changes or navigating grief, these challenges can significantly add to their challenges during an already vulnerable time,” she said.
Managing health conditions alongside work
Supporting employees through illness often requires addressing issues beyond clinical treatment.
This may include guidance on managing symptoms and treatment side effects, access to therapies, signposting to National Health Service services and emotional support.
Husbands said employees frequently needed help navigating everyday issues as well as their condition. “RedArc also finds that being able to take time to address non-clinical issues, such as returning to work, caring responsibilities and relationship concerns, can be just as crucial as managing the core condition,” she said.
She said support must remain flexible because recovery can vary significantly between individuals. “Health recovery is rarely linear and should not be supported by clinical care alone,” she said.
“By offering holistic, personalised support, the gap can be bridged between medical needs and everyday challenges, helping individuals not only manage their conditions but also rebuild confidence and navigate whatever hurdles life demands,” she said.
Why employers are expanding health support
Employers are increasingly investing in services that help workers deal with long-term health conditions, particularly as more employees continue working while managing treatment or recovery.
For HR teams, it often means considering flexible working arrangements, occupational health advice and structured return to work plans. Experts say providing access to guidance and emotional support can help employees remain engaged with work while navigating significant health challenges, reducing the likelihood of extended absence or job loss.
The figures are based on referral data collected by RedArc between 2021 and 2025.
William Furney is a Managing Editor at Black and White Trading Ltd based in Kingston upon Hull, UK. He is a prolific author and contributor at Workplace Wellbeing Professional, with over 127 published posts covering HR, employee engagement, and workplace wellbeing topics. His writing focuses on contemporary employment issues including pension schemes, employee health, financial struggles affecting workers, and broader workplace trends.
- William Furney
- William Furney
- William Furney
- William Furney
