With nearly half of all cancer cases linked to modifiable lifestyle factors, it’s no surprise that up to four in five cancer patients feel blamed for their illness.  

For people living with liver cancer, this stigma is especially pronounced. 

With at least 60 percent of cases attributed to preventable risk factors—most often alcohol use and obesity—many patients feel blamed for their disease—not just by friends and family, but healthcare providers, too.  

And while a growing number of cases are driven by non-alcohol-related causes, that’s beside the point. Whether lifestyle-related or not, cancer is not a moral failing. No one should be made to feel ashamed of their diagnosis. 

And yet, they are—making it harder for people with liver cancer to access the timely, life-enriching (and often lifesaving) care they need.  

So what can employers do? 

As overseers of the spaces where stigma most often takes root—and plays out—employers have a critical responsibility to educate their people about liver cancer and lead the way in fostering an environment of understanding and support. 

To that end, here are five things they can do, starting with: 

1. Training managers and peers to be informed, sensitive allies

Stigma isn’t harmless. In fact, it kills. What some may view as “holding someone accountable for their actions” in reality often discourages them from taking measures to course correct. 

This isn’t anecdotal, but clinically documented. A 2022 study on the effects of stigma on alcohol-related liver disease (ALD) and alcohol use disorder (AUD) found that stigma: 

• Impairs recognition of unhealthy alcohol use and ALD symptoms 
• Increases secrecy about alcohol use, liver disease, and related symptoms 
• Delays help-seeking 
• Worsens disease burden for both AUD and ALD 
• Undermines quality of care 
• Endangers resource allocation for both AUD and ALD 

Thus, how other people view and respond to liver cancer—and disordered alcohol use—in the workplace has a significant impact on patients’ treatment, recovery, quality of life, and overall wellbeing.  

With roughly two-thirds of liver cancer patients reporting negative impacts on their professional and social life—including lost friendships and social exclusion—it’s imperative that employers take steps to educate their workforce—superiors especially—about the realities of liver cancer and alcohol addiction, and build a network of informed, supportive peers.  

How to do so? 

Anti-stigma training is one important avenue through which employers can create a more informed, supportive workplace. In the case of liver cancer, anti-stigma training might include informing staff about: 

• The risk factors associated with alcohol use disorder, including genetics, family history, childhood trauma, mental health issues, and cultural norms around drinking 
• The nature of alcohol use disorder—including why it’s difficult to quit, how common it is to relapse, and what resources are needed to recover 
• The nature of liver cancer, including its increasing prevalence, non-alcohol-related causes, and the challenges of early detection and treatment 
• The crucial role of strong social support in detection, symptom management, recovery, and overall wellbeing  

For leaders and managers, solutions like Manager Assist can provide the ongoing guidance and support they need to: 

• Recognize signs of distress—whether from cancer symptoms, stigma, or mistreatment 
• Reflect on their role in dismantling stigma, addressing harmful behavior, and connecting employees with the right support 
• Respond with empathy, clarity, and sensitivity  

When managers and peers can appreciate the burden of liver cancer and alcohol use disorder, recognize signs and symptoms, and step in to provide support, the end result is: 

• Earlier diagnosis and improved prognosis 
• Effective treatment and sustained recovery 
• Better overall wellbeing 

2. Educating employees about their risk of liver cancer, what to do

If ignorance and misinformation among one’s peers impede liver cancer patients’ timely diagnosis, treatment, and recovery, the same among patients themselves pose an even greater risk.  

Research shows that the number of cases diagnosed in the early stages has decreased in the last 5 years, while the number of late-stage diagnoses has increased. This points to a few dilemmas—two being patients’ lack of awareness and internalized stigma about the disease.  

If individuals don’t know or understand their own risk for liver cancer, they are not going to seek proper care. If they harbor stigmatic beliefs about the disease—for instance, that it’s only caused by alcoholism or is a “punishment” for past actions—they may avoid seeking help out of shame or ignorance to their own risk.  

Likewise, when patients and survivors of liver cancer refuse to talk about their condition—due to shame or stigma—future patients are left without vital knowledge about what signs to look for, what to do if they suspect cancer, what steps to take after diagnosis, and how to cope and recover. 

To successfully tackle stigma and ignorance, there needs to be an ongoing dialogue about liver cancer and the challenges patients and survivors face. That dialogue is born when individuals feel empowered to monitor their health, act on warning signs, seek support, and share their experiences. 

When individuals have access to accurate information, they are more likely to seek prompt support. By committing to educating employees about liver cancer and broader wellbeing topics, moreover, employers also ensure individuals feel safe, supported, and valued—making it more likely that they will access timely care, cope effectively with illness, and recover fully. 

Employee education isn’t only essential to improve patients’ prognosis, treatment, recovery, and overall health outcomes; it’s also key to protecting individuals from illness altogether. Because of the silence and stigma that surrounds conditions like liver cancer and alcohol use disorder, many remain unaware of how to best protect themselves from either.  

Liver cancer isn’t only the result of heavy drinking. It can be caused by viral infections, diet and metabolic conditions, smoking, genetics—and even low levels of alcohol consumption. It’s crucial that employees understand the link between alcohol and cancer (as nearly half currently do not), just as it’s crucial they know about other risk factors. 

With the help of programs like Workplace Options’ Global Learning Solutions, employers can educate their staff about: 

• The basics of physical and mental wellbeing 
• The dangers of disordered coping strategies (e.g., alcohol, binge-eating, etc.) 
• Protective factors against cancer (e.g., healthy diet, sleep, exercise, relationships, screening) 

And most importantly, they can create an environment where those diagnosed with liver cancer feel seen, heard, empowered, and supported. 

3. Investing in comprehensive cancer support

If employers are to successfully tackle the triad of stigma facing people with liver cancer—that is, moral stigma, self-stigma, and healthcare stigma—that means investing in comprehensive and compassionate cancer support to ensure effectiveness of care. 

A growing body of research has documented stigmatizing beliefs and attitudes among healthcare providers toward patients with liver cancer—alcohol-related or not. Two studies in particular underscore the effect this has on patients’ quality of care: 

• In one study, nearly a quarter of patients (24 percent) said their concerns were initially dismissed or downplayed, while nearly a third (31 percent) experienced treatment delays attributed to providers’ disregard. Fewer than half (43 percent) felt their diagnosis had been properly diagnosed, while more than half (53 percent) reported receiving “too little information,” nearly a quarter (23 percent) “none at all.”  
• In another study, patients reported a lack of sensitivity from providers in delivering news and support. Nearly a third (30 percent) said they did not receive their diagnosis in a sensitive manner, while a quarter (22 percent) felt stigmatized by the medical professionals they saw. 

As a result, new survey findings reveal a decline in patient satisfaction with care—despite breakthroughs in treatment. In 2024, just about half of patients reported being satisfied with their level of care, down from nearly two-thirds only five years earlier. 

Given the advances in treatment in recent years, these figures are unacceptable. No one should feel disregarded or dismissed by the very people entrusted with guiding them through their care. 

Fortunately, patient testimonials reveal what optimal care can look like. In the same studies that highlighted stigma, patients expressed praise for: 

• ‘Consistent consultant support’ – seeing the same doctor at every appointment 
• ‘Responsive, in-the-moment care’ – when new or worsening symptoms appeared 

These experiences point to the kind of compassionate, patient-centered support that can and should be the standard. 

This is exactly the standard Workplace Options (WPO) had in mind when developing Cancer Care Compass—a human-centered, clinically guided support program providing personalized care to strengthen individuals’ holistic recovery and reintegration into work and life.  

Recognizing that recovery requires physical, psychological, and psychosocial—not just oncological—support, Cancer Care Compass delivers seamless, integrated care across every dimension of wellbeing, ensuring each individual feels seen, heard, and truly valued. 

At the heart of this support is the Cancer Care Coordinator: a single, clinically trained professional who walks alongside each individual throughout their cancer journey—building trust, ensuring continuity of care, and fostering a safe, supportive environment where people feel empowered to ask questions, raise concerns, and confidently take charge of their health and recovery. 

When people feel bolstered rather than belittled by care providers, that’s when they’re inspired to take a more active role in their health and overall wellbeing. By providing employees with access to professionals who won’t judge, demean, or dismiss their needs, employers can help those diagnosed with liver cancer overcome yet another barrier to their recovery, and move forward with greater strength, dignity, and support. 

4. Investing in holistic support for mental health, substance use issues

While much of the stigma surrounding liver cancer stems from the myth that all cases are caused by heavy drinking, it is nevertheless true that alcohol-related cases are prevalent—and climbing. Research shows that alcohol-related liver disease has more than doubled in the last 20 years, while up to a third of cancer patients struggle with alcohol use—if not an active AUD. 

Given the stigma that continues to surround alcohol use and addiction, healthcare providers’ limited capacity to address it, and just how difficult it is to quit, the need for dedicated substance use support is clear.  

With Remedy, WPO’s holistic support program for substance use issues, individuals receive the personalized, confidential care they need to take back control and identify healthier ways to cope. Through the program, individuals are given the space to openly examine their relationship with substances, reflect on underlying causes, and develop sustainable strategies to break the cycle for good. 

At the heart of Remedy is the principle that true wellbeing depends on the ability to cope—whether with cancer, addiction, mental health challenges, or other life stressors. That’s why, in addition to dedicated substance use support, it is essential that employers provide access to comprehensive wellbeing resources that can help individuals manage stress, sustain healthy lifestyles, and maintain long-term wellbeing.  

Solutions like Elevate—WPO’s extended counseling support for individuals with anxiety and depression—and Wellness Coaching are designed with these goals in mind. With nearly two-thirds of liver cancer patients facing mental health challenges like anxiety and depression, ongoing psychological support is critical to minimizing complications and impediments to recovery. Personalized guidance on core wellness topics—nutrition, exercise, sleep, and weight management—meanwhile, further enables individuals to, if not prevent cancer, improve treatment and recovery outcomes, reduce the risk of recurrence, and strengthen long-term health.  

Investing in responsive wellbeing support is a clear way to reject stigma in the workplace because it shows that one’s employer: 

• Recognizes that their illness—be it cancer, addiction, or a mental health issue—is not a choice, a sign of weakness, or a moral failure 
• Believes they have the capacity to overcome whatever challenges they face and get better 
• Wants them to get better—and seek support to do so 

5. Embracing flexibility

That said, to truly put an end to the stigma surrounding liver cancer, employers must create a workplace where it’s clear that cancer poses no threat to an individual’s professional reputation or standing.  

In general, cancer is a profoundly disruptive illness. Patients and survivors alike report significant impacts on their work ability, performance, and overall experience. Common symptoms and treatment side effects—like fatigue, pain, “brain fog,” and sleep disruptions—cost billions in productivity and millions of workdays each year—not so much because employees can’t work through their symptoms, but because their workplaces are not set up to help them do so. 

For people with liver cancer, these challenges are particularly pronounced. Treatment for liver cancer is generally much more intensive—meaning survivors must navigate more disruptive symptoms and interruptions to their everyday functioning. These difficulties are only exacerbated by the shame and pressure many feel to hide their symptoms, push through without accommodations, or avoid asking for help. 

But by embracing a more compassionate and flexible approach to work, employers can help those with liver cancer continue to perform. Allowing employees to work in a way, at a time, and from a place that aligns with their needs enables them to manage or minimize symptoms while maintaining productivity. Moreover, it once again affirms that one’s wellbeing truly matters to their employer—further encouraging them to take an active role in their health, so they can thrive at work.

Creating Workplaces That Thrive, Not Stigmatize 

Liver cancer is the sixth most common cancer in the world—making it likely that someone within one’s workforce will come face-to-face with the disease at some point during their career. That makes supporting employees with liver cancer not just a moral obligation, but a business imperative.  

Employees do their best work when they feel able to show up as their authentic selves—including as someone living with or recovering from cancer. When employees feel safe and empowered to proactively manage their health, seek help when needed, and balance work with their care—that’s not only when better health outcomes are achieved, but when greater creativity, innovation, and engagement are realized at work. 

In honor of Liver Cancer Awareness Month, commit to creating a more inclusive and accommodating workplace for employees impacted by cancer. Find out more about how WPO can help by connecting with us today.