At 42, Erica is thriving in her career as a business technology consultant at a tech consulting firm in Charlottetown, PEI. She loves her work—helping nearby businesses adopt cutting-edge technology to streamline operations and increase efficiency—and balances her job with raising her 13-year-old daughter, Sophie. Setting a positive example for her daughter, she’s active, health-conscious, and makes a point to prioritize her wellbeing, ensuring she remains energized for both her work and parenting responsibilities. 

When at first she develops a persistent cough, she chalks it up to seasonal allergies. But when chronic fatigue and shortness of breath set in, a visit to the doctor leads to an unexpected diagnosis: stage IIIB non-small cell lung cancer (NSCLC). 

The news is devastating, though a little confounding. Never having smoked, Erica wonders about the cause of the diagnosis and what it might mean for Sophie. Her oncologist validates her concerns when he explains that lung cancer in non-smokers is often linked to genetic mutations, but reassures her that emerging treatments have dramatically improved the prognosis. 

Tests on Erica’s tumor confirm the oncologist’s suspicions, revealing a mutation in the EGFR gene—a key finding that, just a few decades ago, might not have changed her treatment plan. But thanks to breakthroughs in research and the development of targeted therapies, Erica is eligible for Tagrisso, a drug specifically designed for EGFR-mutant NSCLC. 

Once her test results are reviewed, a treatment plan is developed, involving: 

• Surgery to remove the tumor and affected lymph nodes. 

• Four rounds of post-operative chemotherapy to eliminate any remaining cancer cells and reduce the risk of recurrence. 

• 12 months of Tagrisso, a once-daily pill designed to target and inhibit the EGFR mutation and prevent recurrence. 

While the prognosis is cause for hope, the road to recovery is far from easy. The side effects of chemotherapy are tough, but Erica finds strength through local support groups, where she connects with other young, non-smoking women with NSCLC and benefits from compassionate services that help her address her emotional well-being, manage treatment side effects, and navigate the complexities of living with cancer. 

Within a year, her scans show no evidence of disease—a phrase Erica never thought she’d hear. For the first time in months, a feeling she wasn’t sure she would ever experience suddenly washes over her: hope. Thanks to the unwavering support of her care team and the strength she finds in her daughter, Erica is able to once again look forward to the future, in every sense of the word. 

Sowing Seeds of Change: Daffodils & Defining a Better Cancer Experience 

Erica’s story is fortunately not an anomaly, but one among a growing number of success stories that highlight the profound impact funding can have on both the prognosis and the overall experience of cancer. 

Thanks in part to funds raised during Daffodil Month, an annual campaign held by the Canadian Cancer Society every April for over 65 years, breakthroughs in treatment for NSCLC have improved the 5-year survival rate by 15 percent and reduced the risk of disease progression by another 38 percent. Support for survivors’ emotional health and overall well-being has further improved the path to recovery, allowing survivors like Erica to make a swift and confident return to their cherished lives—in Erica’s case, as a doting mom and zealous consultant.  

Yet while significant progress has been made, the nation still has much farther to go to improve the lives of those impacted by cancer. The path to recovery doesn’t end with treatment—but is a relentless, ongoing battle comprising emotional, physical, financial, and social challenges that survivors need ample support to overcome. The exorbitant costs of emerging treatments shouldered by patients like Erica underscore the gravity of the situation. Not yet covered by the province of PEI, a daily dose of Tagrisso costs nearly $300, ultimately yielding a financial burden of up to $108,000 by the end of treatment. For patients already fighting for their lives, these staggering costs are not only distressing but can be profoundly demoralizing, forcing them to make the unbearable choice between survival and security. 

Even for optimistic and driven individuals like Erica, the effects of this exchange can be hard to ignore. “Every day, I fight to stay positive and focus on the day-to-day,” she explains. “But when I look at those bills, it feels like I’m fighting an entirely different battle—one I’m less confident I have the strength to overcome.” 

Employers’ Role in Empowering Survivors 

The financial burden of cancer brings to light the crucial role employers play in ameliorating the cancer experience. As a primary source of income, employers hold a responsibility to ensure theirs is a safe and empowering environment for survivors who elect to work during or soon after treatment. More importantly, however, employers have both a legal and moral obligation to protect employees from harm under their supervision—including from psychological harm brought on by stress, anxiety, despair, and the profound loss of meaning, direction, or identity that often accompanies a cancer diagnosis.  

With nearly half of all cancer diagnoses occurring among the nation’s working population—a figure expected to rise significantly over the coming decades—the need for proactive and comprehensive employer action couldn’t be clearer. Yet just under three-quarters (71 percent) of cancer survivors feel their employers are unprepared to support them on their cancer journey—resulting in devastating consequences for employees and organizations alike. 

New polling data from the Canadian Cancer Society reveals that up to two in five survivors fear cancer’s impact on their job security and career prospects, with many others questioning the efficacy of current benefits offerings and accommodations. This disconnect between survivors and their employers not only contributes to a range of negative outcomes, from delayed care and disengagement to high turnover and diminished morale, but also leads to missed opportunities for collaboration, innovation, and fostering a safe and inclusive environment where all employees can thrive.  

Bridging this divide requires meaningful, sustained efforts from employers to create a workplace that supports every stage of the cancer journey—from prevention and early detection to treatment and recovery—helping to drive better health outcomes, reduce financial strain, and ensure a smooth, lasting recovery for survivors. 

To that end, the following are five steps employers can take to foster a more resilient workforce in the face of cancer. 

Taking Cancer to Task: 5 Steps to Building a Cancer-Conscious Workplace

1. Encourage healthy living.

Arguably the most effective response to cancer is a proactive one. Supporting survivors in the workplace starts with empowering employees to lead healthy lives to reduce their risk of diagnosis, prevent recurrence, and slow disease progression.  

New research has shown that an active lifestyle can reduce the risk of disease progression by 27 percent, whereas additional studies have found that maintaining a healthy lifestyle has been shown to reduce one’s risk of developing cancer by as much as 50 percent. Encouraging healthy living, therefore, is an effective method of combatting cancer on all fronts—reducing employees’ risk of developing cancer altogether, protecting survivors from advanced stages of the disease, and promoting their swift, holistic recovery.  

By adopting healthy habits early on, individuals will be better equipped to deal with the manifold impact cancer can have on their wellbeing. As new findings reveal an alarming correlation between cancer and an increased risk of depression, maintaining a healthy diet and engaging in regular exercise—which can help reduce one’s risk of cancer by up to 65 percent—could be the difference between a smooth, empowering recovery, or a slow and difficult one. 

All told, encouraging employees to lead healthy, balanced lives ensures they already possess the skills needed to face cancer head-on should the unthinkable occur. With the support of training solutions, wellness coaching, and on-site health and wellness events, employees can learn to effectively manage stress, practice mindfulness, and focus on constructive actions they can take in their day-to-day lives to improve their health and maintain long-term wellbeing.

2. Educate employees about their cancer risk.

In tandem with efforts to promote healthy living, educating employees about their cancer risk is essential for preventing or delaying onset and driving better health outcomes. 

For survivors, early detection of cancer means less intensive treatments, lower costs, and faster recovery. Yet many early-stage cases go undetected or ignored. Patients with early-onset cancers, for instance, often struggle to receive a timely diagnosis due to ignorance on the part of both patients and doctors alike, who too often dismiss symptoms as something less serious.  

To address this, employers must take an active role in educating staff about the warning signs and risk factors associated with cancer. This may include informing younger employees about their increasing risk of colorectal cancer—a condition often mistaken for irritable bowel disease (IBD), with potentially dire consequences—or educating female staff about the importance of routine screenings to ensure cases of breast and cervical cancer are detected early. By educating staff who might not otherwise be aware of the recommended ages for common screenings, employers can play a pivotal role in ensuring early detection.  

Moreover, by initiating conversations about more stigmatized cancers such as prostate cancer—the leading cancer affecting men across Canada—employers can help alleviate fears of diagnosis, empowering individuals to inquire about their risk, get tested, accept their diagnosis, and seek prompt if not proactive treatment. 

By fostering an open environment where these topics are freely discussed, employers can help survivors come to terms with their situation, openly share their diagnosis at work, seek support when needed, and return to—or continue—working with confidence and dignity, ultimately facilitating their full, lasting recovery.

3. Cultivate an environment rooted in trust, flexibility, and psychological safety.

While educating staff on the importance of taking charge of one’s health is one thing, creating an environment where employees feel safe and empowered to do so is quite another. Without policies and practices in place that grant employees the flexibility and security to make time for their health and attend medical appointments as needed, any talk from leaders endorsing self-care will come across as empty rhetoric.  

Instead, creating a safe and health-promoting environment—not just for survivors, but for all employees—requires leaders’ commitment to fostering psychological safety, mitigating psychosocial risk, and cultivating a culture of trust and support. These foundational elements not only assure employees that their voice and wellbeing matter but also encourage them to advocate for their health and happiness at work, trusting that they will be heard and supported. 

When employees feel secure in prioritizing their wellbeing without fear of judgment or negative consequences for their job or career prospects, they are more likely to take proactive steps toward their health—scheduling necessary screenings and medical care, adopting healthy lifestyle habits, and seeking additional support to manage physical or psychological distress.  

More importantly, when survivors feel safe to be honest about their needs and concerns—comfortably requesting accommodations, adjusting their hours or workloads, and speaking out when something isn’t working—they are more likely to make a strong and sustainable return to work. This not only benefits them—but their organizations as well, driving greater retention, engagement, and improved morale. 

To make this happen, employers should implement supportive policies that allow for flexible work arrangements and paid medical leave, ensuring employees can balance their work and health needs effectively. Training all staff—but especially leaders and managers—on how to be supportive colleagues to employees living with or beyond cancer can also foster greater understanding and empathy towards their needs in the workplace. Encouraging open and honest communication, conducting regular check-ins, and approaching cancer-related support on a case-by-case basis—working directly with the employees to determine what accommodations or adjustments would best serve their needs—further ensures survivors feel seen, valued, and supported, enhancing their work or return-to-work experience. In doing so, organizations create a culture where employees can thrive, no matter where they are in their health journey.

4. Invest in employees’ holistic wellbeing.

When most people hear about the enduring effects of cancer, they think of its psychological and physical toll. But cancer also leaves a lasting imprint on survivors’ careers, relationships, and finances as well.  

A new report released by the Canadian Cancer Society places the annual cost of cancer on patients and caregivers at over $7.5 billion—$5.2 billion of which falls on those not even a year out from their diagnosis. Consequently, some 80 percent of Canadians worry about what a diagnosis might mean for their financial stability, while a quarter of survivors report difficulties making ends meet, covering household expenses, rent, or mortgages, and saving for retirement. 

Findings suggest these financial constraints can contribute to worse health outcomes for survivors, with some opting to delay or forego care due to fears about the impact on their financial wellbeing. This is especially true for survivors with household incomes of less than $50,000, who report spending 34 percent of their monthly income on cancer-related costs. 

To combat these concerns, employers will need to invest in employees’ holistic wellbeing. This goes a step beyond providing access to standard counseling and wellness coaching services to include access to knowledgeable consultants who can field questions, conduct personalized research, and offer guidance on a range of legal and financial topics—from navigating insurance claims and seeking financial aid, to creating a realistic budget and locating nearby advocacy or support groups.  

When employees have the resources they need to plan for the unexpected, the better equipped they are to navigate future challenges with confidence and resilience. By prioritizing survivors’ financial wellbeing, employers can help lift a significant burden off their shoulders, allowing them to focus more fully on their recovery and return to work. 

5. Facilitate survivors’ seamless return to work with Cancer Care Compass.

It’s often said that after treatment ends, the real battle begins. After dedicating all their energy toward one goal—survival—survivors must now confront a complex web of social, emotional, physical, and financial concerns. For 85 percent of survivors, that includes the added challenge of returning to work while adjusting to life after treatment.  

Survivors like Erica often return a stronger, yet changed, version of themselves—with new physical limitations, cognitive challenges, and financial stress, all of which can make reintegration more difficult. Yet far too often, survivors are left to navigate this transition alone, balancing recovery with unrealistic job expectations, financial uncertainty, and a workplace that may not fully understand their evolving needs. 

Recognizing this growing dilemma, Workplace Options has proudly launched Cancer Care Compass—the first global, inclusive program designed to provide comprehensive, unparalleled support for survivors and the managers guiding their return. Tailored to address the practical and emotional challenges that can arise throughout the return-to-work process, the program combines holistic support for employees with dedicated support for managers to ensure both can move forward together with confidence.  

At the heart of the program, the Coordinators of Occupational Reintegration and Adaption (CORAT), provide ongoing coaching and emotional support to help survivors navigate the return to life and work after cancer—working closely with employees to develop personalized recovery plans that effectively address their individual needs. In addition, the CORAT may conduct ongoing consultations for managers, equipping them with best practices for fostering a supportive team environment, adapting job positions, and recognizing signs of distress—ensuring a seamless transition that prioritizes both recovery and professional success. 

All told, 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 standard return-to-work processes 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.    

With Cancer Care Compass, returning to work becomes more than simply ticking off a checklist, but transforms into a thoughtfully guided process that empowers survivors while fortifying organizational resilience. By investing in their seamless return and total recovery, employers can strive to create a safe and nurturing environment where survivors are able to truly thrive—unburdened by the debilitating effects of cancer. 

Planting Today for a Better Tomorrow

Every two minutes, someone in Canada will hear those three, life-altering words, “You have cancer.” With over 1.5 million Canadians living with or beyond the disease in 2025, it’s clear that cancer touches virtually every community, workplace, and family across the country. As the cancer experience continues to evolve, employers have a unique and pivotal role to play in shaping the journey for those affected. 

By taking proactive steps to support employees at every stage of their cancer journey, from prevention and early detection to treatment, recovery, and reintegration, employers can make a transformative impact. Through initiatives like Cancer Care Compass, they can create a workplace where survivors not only survive but thrive—feeling empowered, valued, and supported every step of the way. In doing so, they’ll help foster stronger, more resilient organizations and communities, ready to meet the challenges of the future together. 

Ready to lead the charge this Daffodil Month and build a workplace that supports, uplifts, and celebrates the enduring resilience of cancer survivors? 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. 

Disclaimer: Some details in this article have been fictionalized for storytelling purposes but are inspired by real events.