The start of February marked the beginning of two very important observances in North America: Preventative Health Awareness Month (PHAM) in Canada, and National Cancer Prevention Month (NCPM) in the United States.  

With over 2,250,000 people diagnosed with cancer across the two nations in 2024—and with millions more expected to be diagnosed in 2025—there has perhaps never been a more critical time to talk about cancer prevention. 

Because while it is true that the global incidence of all cancers is expected to rise significantly—by as much as 77 percent—in the coming decades, one thing is crucial to remember: these are predictions, not guarantees. In truth, up to 50 percent of all cancer cases are preventable, whether through the adoption of healthy lifestyle habits, vaccinations, or early screenings.  

According to the American Cancer Society, there are two steps every person can take to reduce their risk of developing cancer: (1) making efforts to reduce those “harmful everyday habits” that increase cancer risk, and (2) following the guidelines for recommended screenings. Highlighted in this article are eight steps employers can take to amplify employees’ efforts to achieve a cancer-free life.  

“Often overlooked within content on cancer prevention is the crucial role key community players like employers play in enabling people to lead cancer-safe lives at the individual and community level,” asserts Dina El Helou, Vice President of Clinical Service Delivery, Americas, at Workplace Options. “By taking an active role in employees’ health and wellbeing—ensuring they have the information and support needed to make healthy lifestyle choices—employers can help reduce employees’ cancer risk and mitigate the impact cancer has on the workplace.” 

Why Employers’ Involvement Matters 

As a principal social determinant of health, the workplace has considerable influence on a person’s risk of cancer. Not only is it responsible for up to 8 percent of cancer cases due to exposure to carcinogens, but it also plays a central role in shaping health habits—from what a person eats, how often they exercise, and how well they sleep, to how they manage and cope with stress, interact with others, and even whether or how often they engage in drinking or smoking.  

As it happens, quitting (or abstaining from) smoking is the single-most important step that people can take to protect themselves from cancer. Yet too often research shows that work increases individuals’ susceptibility to the habit, primarily through stress, work-life imbalance, and peer pressure. Additionally, while maintaining a healthy weight, exercising regularly, and getting at least eight hours of sleep are all essential for lowering cancer risk, several job factors prevalent in today’s workplace—among them long hours, high demands, and low autonomy—have been linked to increased risks of obesity, insomnia, and physical inactivity.  

What this signifies is that it’s time to take the onus off individuals, alone, to protect themselves from cancer—and time for employers to honor their duty of care. 

Beyond Biohazards: A Holistic Approach to Cancer Prevention in the Workplace 

Often when people talk about preventing cancer in the workplace, they’re referring to efforts to protect employees from carcinogens like asbestos or benzene. But a holistic approach to cancer prevention encompasses far more than simply limiting exposure to toxic substances; it involves creating an environment that supports and actively promotes employees’ overall health and wellbeing.  

While factors such as chronic stress, excessive workloads, constant overtime, and low social support have been associated with behaviors such as substance use, unhealthy eating, sleep procrastination, and exercise avoidance, the inverse is also true—meaning, the modifications of these risk factors—plus the addition of protective factors, to be outlined shortly—is associated with a decreased likelihood of individuals engaging in these behaviors and the increased chance that they will instead engage in cessation or abstention, healthy eating, regular exercise, and so forth.  

Furthermore, by cultivating a safe and supportive environment grounded in trust, empathy, flexibility, and psychological safety—in which employees feel safe to raise concerns about harmful working conditions, to speak up and take charge of their health, utilize their benefits, and disconnect or ask for time off to attend to their personal needs—employers can reassure staff that their health and career do not have to be at odds and empower them to prioritize their wellbeing both in and outside of work. Likewise, by actively promoting health-positive behaviors and strengthening employees’ health literacy, employers can leverage work’s status as a social determinant of health to nurture informed, health-conscious individuals. 

“Effective cancer prevention in the workplace isn’t just about minimizing risk,” El Helou argues, “it’s about creating a culture that promotes employee wellbeing, encourages proactive health management, and provides the support employees need to lead healthy, balanced lives.” 

Creating a Cancer-Safe Workplace: 8 Steps for Employers 

To create this culture of care, awareness, and wellbeing, there are eight essential steps employers can take: 

1. Adopt a smoke-free policy: Given smoking’s status as the chief preventable cause of cancer, it’s imperative that employers do what they can to discourage the habit both within and outside of the workplace. Research demonstrates that the adoption of smoke-free policies at work can reduce total cigarette consumption by nearly 30 percent, whereas individuals who live and work in communities with smoke-free laws or policies are 18 percent less likely to smoke or are more likely to be “light smokers” if they still do, and are more likely to voluntarily adopt smoke-free house rules, too.

Not only are smoke-free policies vital to protecting the health of active or would-be smokers, but they are also the only way to protect nonsmokers from the dangers of secondhand smoke in the workplace. By establishing a smoke-free workplace, employers can reduce the number of people exposed to secondhand smoke by a whopping 77 percent, and promote a future where fewer individuals turn to the habit for pleasure or relief. 

2. Invest in and encourage the use of cessation coaching: Of course, encouraging people to quit smoking takes more than a workplace policy: for the majority of smokers, it requires ongoing professional intervention. Research consistently affirms that only three to five percent of people who attempt to quit without professional help successfully achieve cessation—despite more than two-thirds of smokers expressing the desire to quit.  

Alternatively, research suggests that about a third of individuals who receive ongoing coaching support are able to quit for good—translating to a sixfold higher likelihood of cessation. Moreover, an economic analysis of workplace cessation programs calculated an ROI of more than $15 for every dollar invested, while a meta-analysis of nearly 20,000 smokers found that every interaction with a cessation intervention statistically increases the chances of quitting. 

That said, participation in such programs has famously varied, due to a combined lack of promotion and their perceived use as punitive measures. According to a recent study assessing barriers and facilitators impacting the reach and participation of employees in workplace cessation programs, many employees cite a lack of ‘personal’ promotion, feelings of shame and fear of judgment from others, and a focus on short-term fixes as key factors discouraging their participation, whereas being personally, non-judgmentally approached by leaders and colleagues about the program, hearing team members’ success stories, and receiving personalized, holistic support can empower more employees to take part in these programs.  

With Workplace Option’s Tobacco Cessation Coaching program, for example, individuals receive ongoing support from ICF-certified coaches who work with them to develop a personalized cessation plan, offer accountability and ongoing motivation, and help them identify and nurture alternative habits that better align with their health and wellness goals. By investing in a program like WPO’s, employers can encourage proactive participation while fostering an environment increasingly free from the risk of secondhand smoke or the pressure to actively engage in smoking.  

3. Harness the power of peer influence and support: Part of the reason why establishing a totally smoke-free workplace is because of the decisive role peers play in shaping social behaviors like smoking. Nearly 60 percent of smokers first pick up the habit as a result of peer pressure, while almost a third of workers admit that the need or pressure to fit in with others actively influences their decision to light up a cigarette.  

Such influence is amplified in a workplace setting. Research into the association between peer smoking behaviors and quit success among employees who participating in a cessation program found that the number of smokers in the workplace was inversely related to employees’ likelihood of long-term cessation. In other words, the more smokers there are at work, the less likely they or their peers are to successfully quit for good. 

But just as peers can encourage individuals to smoke, so, too, can they dissuade or empower them to quit. Research investigating the mediating role of peer support in helping colleagues achieve cessation found that the presence of nonsmoking peers—especially those who had smoked but successfully quit—significantly boosts the chances of employees’ quit success, even a year down the line. Additionally, the presence of close, trusted friends or peers who can provide tangible and emotional support—and who can act as a source of ongoing motivation, encouragement, and accountability—have also been identified as key facilitators behind individuals’ decision to quit and the success of their efforts. 

Thus, by harnessing the power of peer support to shape employee behavior, employers can not only successfully deter staff from engaging in harmful habits like smoking but can further encourage the adoption of additional health-conscious habits that promote a healthy, cancer-safe life. With solutions such as WPO’s Wellbeing Ambassador Program, for instance, employers can cultivate a strong network of supportive, exemplary peers who can serve as crucial role models for prioritizing wellbeing—especially emotional wellbeing—and empower staff to develop positive coping strategies for managing stress, seek professional help when they feel it’s needed, and take proactive steps to improve their overall health.  

4. Plan a health and wellness event: Another highly impactful way for employers to inspire staff to take proactive care of their health is by hosting engaging on-site health and wellness events. “People are more inclined to take a more active role in their health when they’re presented with the services, information, and encouragement to do so,” says Lauren Lisko, Internal Wellness Manager and Corporate Fitness Trainer at Workplace Options. “Having the opportunity to meet face-to-face with providers and other health professionals in their community allows individuals to ask questions, seek advice, establish trust, and build a rapport—increasing the likelihood that they will seek out their services and support in the future.” 

Research confirms this. When people have a strong relationship with their provider, they are more likely to utilize available services, feel a greater sense of control over their health, and show an increased interest and desire to learn more about their health and the principles of health management. Moreover, the communal atmosphere that a health and wellness event provides further empowers individuals to get involved and stay engaged in their health journey. By witnessing their peers take an active role in their health and wellbeing—forming relationships with community players and engaging in wellness activities—individuals are inspired to follow suit.  

Health and wellness events are also an impactful way to start important, engaging conversations about cancer prevention. For employers aiming to educate staff about the dangers of skin cancer, for example—one of the most preventable cancers in North America—and what they can do to protect themselves, inviting local dermatologists to attend and lead hands-on activities on how to properly apply sunscreen or choose the right SPF can be an effective way to motivate employees to adopt such protective habits for the long-term.  

5. Invest in comprehensive learning solutions: Like health and wellness events, learning solutions are an effective, if not essential, means of cultivating an informed and proactive workforce. Research indicates that as many as one in two adults are ‘dangerously unaware’ of key modifiable cancer risk factors, while many others mistakenly believe that nothing can be done to prevent cancer.  

“Ultimately, the depth of individuals’ health literacy largely depends on the breadth of information they receive at work, where they spend a large part of their lives,” Lisko attests. By offering training sessions on a variety of health topics—including effective stress management, overcoming addiction challenges, mindfulness, and healthy eating, moving, and sleeping—employers can equip their staff with the knowledge needed to make informed health decisions and sustain a healthy lifestyle.  

“By highlighting the link between certain health metrics and cancer risk,” Lisko adds, “employers can empower staff to start thinking about the long-term implications of their everyday habits and decisions. With this awareness, employees are more likely to act in ways that support their long-term health and wellbeing.”  

6. Invest in holistic wellbeing solutions: In addition to offering educational resources and opportunities to engage with local health experts, investing in holistic wellbeing solutions that deliver comprehensive, professional support is essential for helping employees achieve a healthy and balanced life. 

“When employees have access to experienced counselors, coaches, or clinicians who can speak to the unique challenges they face in maintaining their overall wellbeing,” El Helou argues, “it empowers them to take timely action—ensuring they receive the prompt intervention needed to stay on track and prevent minor issues from escalating into major health concerns.”  

With factors such as excess body weight, poor nutrition, and physical inactivity accounting for nearly 20 percent of cancer cases, solutions like wellness coaching and WPO’s daily living information services offer crucial pathways to ensuring employees have the tools and information they need to maintain a healthy lifestyle. 

7. Embrace flexibility: While educating employees about the importance of health maintenance and cancer prevention is crucial to fostering an informed and proactive workforce, doing so would be pointless without providing employees with the space and freedom to act on the advice. As it happens, nearly half of employers admit their teams “can’t find time in their schedules” to attend routine, preventive screenings, whereas half of employees have had to change or cancel a doctor’s appointment due to a conflict with their work schedule.  

By establishing flexible work policies or arrangements that allow employees to integrate their health commitments into their work schedules, employers can ensure that employees have time to actually implement the health advice they receive through work and build a daily routine that promotes their professional and personal wellbeing.  

8. Promote psychological safety and monitor for psychosocial risks: In the same vein as offering flexibility, creating a truly cancer-safe workplace is incomplete without a commitment to psychological safety and effective psychosocial risk management to ensure employees feel safe to take care of their health and are not adversely affected by harmful work conditions. Findings suggest that up to one in two workers are exposed to at least three psychosocial hazards that threaten their health and wellbeing. 

By paying closer attention to occupational hazards that may contribute to adverse health outcomes—from poor sleep to increased cancer risk—employers can establish a favorable environment suited for those striving to achieve a cancer-free life.  

When Prevention Fails, Reintegration Prevails: Help Cancer Survivors Make a Triumphant Return with Return to Work: Cancer Care Compass 

Even with the most robust preventative measures in place, no workplace will ever be completely free from the risk of cancer; there will always be factors beyond anyone’s control that pose some level of risk.  

But mitigating the harms of cancer in the workplace doesn’t stop with prevention. For the more than two-thirds of survivors who return to work after cancer, it requires ongoing support for their reintegration and recovery to effectively minimize cancer’s impact. 

“Cancer recovery isn’t just about surviving—it’s about thriving,” asserts WPO President and CEO, Alan King. “Recovery doesn’t end as soon as treatment stops. In reality, surviving cancer is an ongoing battle against lasting mental and physical health effects that survivors must learn to navigate to fully return to their everyday lives.”  

One of the chief concerns that often gets overlooked within current reintegration plans, he says, is the need for holistic support. Not only are there medical concerns, but practical and emotional issues as well.  

“How will I be welcomed back?” “How will my team treat me?” “How will they react to changes to my appearance? My performance? My personality?” “What if I can’t produce the same quality of work as before?” “What if I no longer have the stamina to meet the demands expected of me?”   

These are just some of the questions that employees will often ask themselves as they begin their return-to-work journey. The task for employers is to provide the right support to alleviate these and all other anxieties and help returning employees restore their psychological, physical, and professional wellbeing. To that end, employers can turn to Return to Work: Cancer Care Compass for support.  

Recognizing the growing demand for specialized, holistic support for cancer survivors in the workplace, Return to Work: Cancer Care Compass is the first global, inclusive program designed to provide unparalleled support for survivors and the managers who guide them through their transition back to work. Tailored to address the practical, physical, and emotional challenges that arise throughout the return-to-work process, the program ensures survivors’ seamless reintegration while facilitating their holistic recovery. 

“Our program provides much more than mental health support,” King explains. “It connects employees to a network of resources that address the practical implications of coming back to work.”  

Driving this support are the Coordinators of Occupational Reintegration and Adaption (CORAT), who provide ongoing reintegration coaching and emotional support to help employees set and achieve realistic goals related to their return and recovery, while conducting manager consultations to help guide the development of collaborative and effective return-to-work plans. 

Key features of the program include:  

• Personalized recovery plans: The CORAT collaborates with employees to create a customized program tailored to their individual return and recovery, providing holistic support for their physical, psychological, and professional wellbeing.  

• Fortified emotional and professional resilience for employees: Emotional support fosters stress resilience, positive coping strategies, and adaptability in returning employees.  

• Comprehensive resources and support for managers: Managers receive a specialized toolkit and expert consultations offering guidance and best practices for return-to-work processes such as reaching a team agreement, adapting a job position, and creating an effective reintegration plan.  

• Enhanced organizational commitment to employee wellbeing: Program participation reflects employers’ dedication to supporting employees’ holistic wellbeing and promoting an inclusive workplace.    

At WPO, we understand that the effects of cancer extend far beyond the acute phase of illness. A loss of self-identity, self-esteem, and self-efficacy; lingering anxiety, fear, and uncertainty; and persistent fatigue, pain, and cognitive difficulties are just some of the challenges that permeate life after cancer.  

But with the right support, these battles, too, may be overcome. Over 90 percent of survivors say the support they receive at work is integral to their health and recovery. By investing in their seamless return—in addition to preventative measures—employers can strive to create a safe and resilient workplace where survivors are enabled to thrive, unburdened by the enduring challenges of cancer. 

“While cancer isn’t always preventable, employers can still take meaningful action to mitigate its most devastating effects,” El Helou contends. “Beyond the physical toll, a loss of self, direction, and spirit are just some of the challenges left in cancer’s wake. By offering comprehensive support for their recovery and return to work, employers can equip and empower survivors to reclaim their lives with renewed determination and a restored sense of identity and purpose.” 

Ready to create a truly cancer-safe workplace? Contact us today to learn more about our scope of services and how Return to Work: Cancer Care Compass facilitates survivors’ seamless return to work and puts them on the path to healing and balance, so they can thrive.