More than half of UK employers are concerned about the impact of cancer and serious illness on their workforce, yet only a small minority intend to focus their wellbeing efforts on the issue this year, new research suggests.
Figures released to coincide with World Cancer Day show a striking gap between the level of anxiety in boardrooms and the practical help being put in place for staff. While 56 percent of employers say they are worried about serious ill-health such as cancer affecting their organisation, just 17 percent plan to make cancer a priority area for employee support in 2026.
The contrast emerges from three separate studies published this week by benefits specialists Everywhen, nurse-led support service RedArc and industry body GRiD, all pointing to the same conclusion. Cancer is a growing workplace issue, but observers say many organisations are still struggling to respond in a structured and meaningful way.
Rising cancer concern
Research for GRiD found that employer concern about serious illness is widespread. More than half of HR decision makers reported unease about the effect that conditions including cancer could have on staff wellbeing, absence levels and business performance.
The anxiety is shared by employees themselves. A quarter of workers aged over 60 said they were personally worried about serious ill-health, along with 15 percent of the working population as a whole.
Katharine Moxham, a spokesperson for GRiD, said the true impact of cancer was often hidden from employers.
“Cancer remains one of the most significant health challenges facing today’s workforce, yet for many employers its true impact is still only partially visible,” she said. “This research shows the scale of concern and the opportunity for employers to do more to ensure every individual feels supported and able to access the help they need.”
Despite that concern, the Everywhen study of 500 HR leaders suggests cancer is not yet receiving the attention it requires. Only one in six employers said they would be actively focussing wellbeing efforts on serious illnesses such as cancer during the coming year.
Debra Clark, head of wellbeing at Everywhen, said prevention and early diagnosis should be central to workplace health strategies.
“We need to focus our efforts on cancer and ensure support for employees is appropriate,” she said. “Lifestyle support and screening are essential benefits that we would encourage employers to consider, but they will only make an impact on prevention and early diagnosis if the risks are understood.”
Absence and business impact
Cancer is already a significant driver of sickness absence. In the Everywhen research, 27 percent of employers said serious medical conditions such as cancer were the main reason for long-term absence in their organisation, while 8 percent cited them as a leading cause of short-term absence.
Yet many organisations appear to be relying on ad hoc responses rather than structured programmes. Just over a quarter of employers plan to increase their focus on screening during the year ahead, even though screening is widely recognised as one of the most effective tools for early detection.
Lifestyle support also remains underused. Medical evidence suggests that around 40 percent of cancers could be prevented through changes such as stopping smoking, maintaining a healthy weight, improving diet and reducing alcohol consumption. Employee benefits can play a major role in supporting those behaviours, but uptake remains patchy.
Clark said employers needed to tailor support to the specific needs of their workforce rather than making broad assumptions.
“For lifestyle support to make a difference to cancer risk, it is vital to consider the demographic of the workforce,” she said. “Just because a workforce is young does not mean it is healthier.”
Survivors need more help
Even where treatment is successful, the return to work can be a difficult and isolating experience for cancer survivors, according to new data from RedArc.
The organisation found that people referred for cancer support consistently require far more help than those dealing with other health conditions. Over the past five years, cancer cases have needed 31 percent more resources such as information and guidance, and more than twice as many referrals to specialist charities and support groups.
RedArc warns that current approaches to post-treatment care place too much responsibility on individuals to manage alone. Cancer Survivorship Care Plans, which set out follow-up schedules and lifestyle advice, are often presented as self-management tools rather than being backed by ongoing professional support.
Christine Husbands, a commercial consultant at RedArc, said many survivors felt abandoned once treatment ended.
“Getting life back on track, returning to work and normal activities, whatever that looks like for each person, is not always straightforward,” she said. “Many people need support as they adjust, yet they often find that support suddenly disappears after the all-clear.”
She added that the wide range of charities and services available could itself become overwhelming.
“Having clinical guidance and reassurance from someone who knows what individuals are going through and can direct them to the right support at the right time is invaluable and should not be underestimated,” she said.
Overseas differences
The Everywhen research also points to variations between UK-only employers and those with international workforces. Among organisations with staff based overseas, almost a quarter said they would focus on cancer and serious illness this year, compared with just 11 percent of employers with UK staff only.
Screening is also a higher priority for global employers, with 37 percent planning to concentrate on it, against 17 percent of domestic-only businesses.
Sarah Dennis, head of international at Everywhen, said access to treatment could be broader outside the UK but often came at a high financial cost.
“Some parts of the world offer experimental treatments and drugs that are recognised elsewhere but cannot be accessed in the UK,” she said. “These do, of course, come at a cost and this can be astronomical, so having medical cover is vital.”
Untapped support already exists
GRiD argues that many employers already provide more help than they realise through existing group risk benefits such as life assurance, critical illness and income protection. Cancer accounts for the highest proportion of claims across all three products, and support is typically included as standard.
Moxham said better communication was essential to ensure staff knew what was available.
“Support should never be something people stumble across by chance,” she said. “It should be visible, clear and present from the beginning, ready for anyone who chooses to lean on it.”
The Everywhen research was conducted by Opinium in January 2026 among 500 HR decision makers across the UK. RedArc’s data is drawn from analysis of referrals handled by the organisation over the past five years. GRiD’s employer survey was carried out by Opinium between 5 and 19 January 2026 among 500 HR decision makers, with separate employee polling of 1,210 UK workers aged 18 and over between 13 and 16 January 2026.
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
