More than 2.3 million people are diagnosed with cancer in the Southeast Asia Region every year (‘Management of cancer’, n.d.). A study conducted amongst cancer survivors showed that 70.4 per cent remained employed during the first year but only 51.1 per cent remained employed after 5 years, reflecting a significant decrease in the workforce (Chen et al., 2021). The study found that returning to work was strongly linked to patient survival (Chen et al., 2021).

The factors impacting return to work (RTW) were personal, employment and socioeconomic factors (Butow et al., 2020).  Amongst personal factors, many survivors reported challenges in disclosing their diagnosis, along with physical limitations such as fatigue, weakness, general discomfort and difficulty sitting for extended periods. These barriers often delayed their ability to resume work.

Employment factors, including employer and colleague responses as well as workplace policies, played a crucial role in determining job continuity. Unfavourable responses ranged from hostility and lack of empathy to unrealistic expectations of immediate full recovery. Conversely, overly sympathetic reactions – such as reducing responsibilities excessively or being overly protective – were also unhelpful. Survivors found RTW easier and less stigmatizing when clear policies were in place regarding insurance, role flexibility and employer support. Additionally, external guidance from cancer specialists, doctors, psychologists, occupational physicians, rehabilitation experts and senior workplace members was beneficial not only for survivors but also in assisting line managers with transition (Butow et al., 2020).

Socioeconomic factors, including family support and financial stability, played a significant role in the decision to return to work. Survivors with strong family support often felt more confident in their ability to transition back to work, as they had a reliable support system during their recovery. However, those facing financial uncertainty often found themselves returning to work sooner than they might have preferred. The need for insurance coverage and a stable income became an important factor, leading them to prioritize work despite ongoing health challenges. This situation emphasizes the delicate balance between personal health and financial necessity, with financial security playing a vital role in the return-to-work process.

Research suggests that cancer survivors who found less support from their managers tend to take more extended sick leave. Employers and managers may struggle to support their employees as effectively as they would like. Here are some suggestions that could be helpful in supporting the employees for a smooth transition through various phases (de Rikj et al., 2020; Porro et al., 2022).

1. Encourage open and respectful communications: Fostering a culture of trust can make it easier for them to share their needs. Managers need to be prepared to have sensitive conversations with empathy and discretion.
2. Exploring needs: Understanding the employee’s limitations, treatment schedule and potential accommodation is key. Consulting with occupational health professionals can help translate medical conditions into practical workplace adjustments.
3. Staying connected: Regular check-ins – without pressure – can help employees feel valued and informed. Simple gestures, such as sending a supportive message, can make a big difference in maintaining engagement.
4. Plan the RTW process thoughtfully: A phased approach, such as part-time hours or modified responsibilities, can ease the transition. Flexibility is crucial, as recovery is unpredictable.
5. Balance support with privacy: Managers should respect boundaries while ensuring employees feel included. Providing options rather than making assumptions about their needs fosters a sense of control.
6. Foster a positive and adaptive workplace culture: Employees returning from illness often worry about being perceived as weak or unreliable. Encouraging team support, celebrating small milestones and reinforcing a positive workplace culture can help them regain confidence.
7. Follow up regularly: RTW doesn’t end on the first day back. Ongoing check-ins allow managers to assess how the employee is coping and adjust as needed.
8. Use internal reintegration programmes: Managers should connect employees with workplace support resources, such as employee assistance programmes (EAPs).

Workplace Options offers Return to Work: Cancer Care Compass, a reintegration programme. It is a holistic, actionable pathway that supports employees and managers to ensure a seamless return to the workplace for cancer survivors. At the heart of the Cancer Care Compass is the Coordinator of Occupational Reintegration and Adaptation (CORAT). CORAT Specialists work collaboratively with employees and, if desired, management to establish best practices for a supportive route back to work. It offers

• Tailored support for employees in areas such as medical leave assistance, daily living, cancer treatment and return to work, as well as holistic physical, practical, emotional and counselling support.
• Occupational reintegration sessions designed to help cancer survivors thrive professionally and personally as they return to work with strengths and functional assessment and targeted coaching in reducing challenges in 4 environments – Living, Working, Social and Learning.
• Pathway development and resource connection to address ongoing challenges and ensure employees can access relevant resources.
• Consultation and guidance for managers’ liaison support between employees and managers to foster smooth reintegration. The Toolkit provides guidance and best practices on topics including adapting the job position and building an effective reintegration plan.

In conclusion, the Return to Work: Cancer Care Compass programme is more than a service: it is a commitment to transforming lives and workplaces.  RTW indicates recovery and transition milestone from being a cancer patient to a cancer survivor. The path to return to work can have its challenges, but, with the assistance of supportive employers, interdisciplinary professional interventions and proactive work-culture, we can work through the challenges. Enhancing current return-to-work policies and providing support for cancer survivors as they reintegrate into the workforce post-treatment should be prioritized to safeguard their employment rights and sustain the overall labour market.