Why HR must do more to support carers of people with cancer

Summary

One in nine employees in a typical workplace is likely juggling paid work with caring for someone with cancer. Carers face unpredictable appointments, disrupted sleep, extra household duties, emotional strain and financial pressure — often without formal recognition or support at work. HR has legal duties under the Equality Act 2010 (cancer is a disability from diagnosis) and clear business reasons to act: reduce absence, prevent burnout and retain valued staff.

Barbara Wilson (Founder, Working With Cancer) urges HR leaders to close the policy gap with manager training, flexible working, wellbeing support and carer networks so organisations can support colleagues through crises while protecting talent and performance.

Key Points

Around 1.5 million people in the UK care for someone with cancer; roughly one in nine employees will be doing this alongside paid work.
Carers often don’t identify as such and wait until crisis, increasing risk of poor health, reduced performance and higher turnover.
The Equality Act 2010 recognises cancer as a disability and protects carers by association — employers must avoid less favourable treatment.
Most organisations lack clear policies and manager guidance, leaving carers reliant on inconsistent manager goodwill.
Best practice: raise awareness, train line managers, offer flexible hours/home working and compassionate leave beyond statutory minimums.
Support wellbeing with counselling and EAPs, create carer networks to reduce isolation, and plan for transitions (recovery or bereavement) with phased returns.
Investing in carer support is both compassionate and commercially sensible: it builds loyalty, resilience and reduces recruitment costs.

Why should I read this?

Look — if you hire, manage or set HR policy, this is one of those quiet problems that quietly costs you people and productivity. The piece cuts straight to what works: spot carers earlier, give managers the tools to act, and make flexible, humane policies standard. It’s practical, short on waffle and full of stuff you can start doing this week.

Context and relevance

Cancer diagnoses are rising: Cancer Research UK estimates around half of people born after 1961 will face cancer in their lifetime, and there are over 400,000 new cases a year. That makes caring for people with cancer a widespread workplace issue, not a niche one. The Office for National Statistics also shows unpaid carers are more likely to experience poor health themselves — creating knock-on costs for employers.

For HR teams, this intersects with broader trends: flexible working, mental-health support, and inclusive policies. Treating carers as part of diversity and wellbeing strategies helps organisations meet legal obligations, protect staff, and maintain performance.

Source

Source: https://hrzone.com/why-hr-must-do-more-to-support-carers-of-people-with-cancer/