In Spain, it is estimated that about 290,000 people are diagnosed with cancer each year. Of them, 38% are between 18 and 65 years old, so more than 110,500 will face a cancer diagnosis during their working years. This situation affects, in addition to physical, psychological, and social aspects, the patient’s professional life. An oncological process directly impacts the individual’s career, opportunities for development, advancement, and financial stability.
Additionally, in Spain there are more than 800,000 working-age cancer survivors and, according to data from the Association’s Cancer Observatory, 53% feel that the disease has slowed their professional progression, nearly 50% have experienced impediments to doing their job, and 23.4% have been forced to leave their job. The current reality shows that a cancer diagnosis in working age is a reality with an increasing impact due to a rise in diagnoses at younger ages; improvements in survival thanks to advances in research and treatment, and the extension of the working life due to higher retirement ages.
Facing this reality, the Spanish Association Against Cancer has presented the “Action Protocol for the Workplace when a Person is Diagnosed with Cancer,” developed in collaboration with the General Council of Psychology. This protocol arises from the need to offer guidance and support to companies facing the labor, personal, and organizational challenges that arise when an employee is diagnosed with cancer, while promoting more humane, engaged, and people-centered workplaces.
The development of the protocol has counted on the experience, and participation, of people who have gone through or are going through the illness who have contributed relevant aspects to improving their quality of life in the workplace. During the presentation, professionals and patients stressed that the impact of cancer on working life varies widely depending on several personal, occupational, and clinical factors: age, education level, and type of diagnosis, as well as the characteristics of the job and the responsibilities of the worker.
Isabel Orbe, Chief Executive Officer of the Spanish Association Against Cancer, explained that “A cancer diagnosis affects not only the patient but the family, since family income is estimated to decrease by 25%, but expenses rise because cancer imposes an economic cost, for 41% of families, exceeding €10,000 during the illness.”
The protocol addresses key aspects such as sensitization, confidentiality, the adaptation of the workplace and accompaniment across the different stages of the oncological process, including reintegration into the job for cancer survivors. In addition, this protocol can be applied to any type of company, responding to the needs of the Spanish business landscape.
Main results of the protocol
The pilot project was designed with the objective of evaluating the viability of the protocol and the associated materials with a diverse group of companies (large corporation, SMEs, and micro-SMEs), with territorial and sector representation, ensuring its alignment with the current regulatory framework.
Of the 29 people affected by the disease, seven participated in the evaluation through surveys. The 57% indicated that speaking openly about cancer at work was very useful for their work experience and 71% valued that the company’s communication was clear and effective. Additionally, 57% believes that the measures implemented by the company helped soften the severity and difficulties of the reintegration process.
“Returning to work, as long as there is medical clearance, is of great importance due to the emotional impact and the quality of life of the affected person. It is necessary to address each case uniquely, developing individualized plans for each accompaniment, where the needs and sequelae of each person are taken into account,” stated Ana Monroy, Projects Manager for Patient and User Care at the Spanish Association Against Cancer, during the presentation.
To guarantee reintegration, as explained by experts during the event, it is important to design an individualized plan of accompaniment and return to work that takes into account aspects such as the functions prior to diagnosis, the conditions after medical clearance, the capabilities and limitations to perform the work, or other roles that can be carried out without issues.
Concrete improvement measures proposed by the companies
Following the protocol’s implementation, participating companies identified concrete measures to improve the working situation and support people diagnosed with cancer during their oncology journey, including proposals related to work-life balance such as: creating a bank of hours so employees can accompany a family member to tests, treatments, or medical appointments, or adapting the work schedule, including flexible hours or telework, for those cases where a family member of the employee must undergo periodic treatments.
“This protocol grows out of a reality that is already present in every company and in every family: cancer also impacts the working life of thousands of people. During the pilot we have found that adequately supporting workers with cancer not only improves their well-being but also the climate and responsiveness of the organizations themselves. That is why we wanted to build this tool with patients, companies, social partners, and the administration, through INSST, so that it is useful, realistic, and adaptable to the diversity of Spanish business, from microenterprises to large corporations. But we are aware that this does not end here. Now we need this protocol to reach the maximum number of companies possible to reach the maximum number of people with cancer. And we also need to keep advancing regulatory improvements that protect those whose incomes are reduced or who need to adjust their schedules, attend treatments, or progressively return to work after medical clearance. Cancer cannot become a vulnerability factor in the workplace and the economy”, recalled Ramón Reyes, national president of the Spanish Association Against Cancer.
