A cancer diagnosis brings immense personal challenges, and navigating the workplace can add significant complexity. Whether and when to disclose a diagnosis to an employer is a deeply personal decision, one that individuals grapple with while also considering potential impacts on their careers and well-being. As of , understanding employment rights and available support is crucial for those facing this difficult situation.
The Decision to Disclose
The decision of whether to inform an employer about a cancer diagnosis is not legally mandated. However, disclosure can unlock important protections and accommodations. As one individual shared, the initial instinct can be to maintain privacy. A sales director, diagnosed with breast cancer in 2017 and again in 2020, initially chose not to share her health status with colleagues, stating, “I didn’t want to see them feel sorry for me.” Circumstances, such as frequent medical appointments, sometimes necessitate informing superiors, and a supportive manager can make a significant difference.
For some, disclosure is driven by a desire for transparency and to preempt misunderstandings. One person diagnosed with colorectal cancer chose to inform her team and manager not only for practical reasons but also to address potential concerns about absences, particularly given a company-wide restructuring. However, she opted not to share the information more broadly, wishing to avoid constant focus on her illness. This highlights the nuanced nature of disclosure – individuals may choose different levels of openness based on their comfort levels and workplace dynamics.
Legal Protections and Reasonable Accommodations
Under the Americans with Disabilities Act (ADA), cancer is recognized as a disability. This means employers are legally obligated to provide reasonable accommodations to enable employees with cancer to perform their job effectively. These accommodations can include flexible work hours, adjusted job duties, or specialized equipment. The Family and Medical Leave Act (FMLA) further provides eligible employees with up to 12 weeks of unpaid, job-protected leave annually for medical treatment, allowing individuals to prioritize their health without fear of losing their positions.
Experiences in the Workplace: A Spectrum of Support
Experiences with employer responses vary widely. While some individuals encounter empathy and understanding, others face indifference or even negativity. One individual recounted a lack of empathy from their manager after being diagnosed with stage 4 lymphoma in 2016, describing a “real lack of empathy.” Communication during a seven-month medical leave was limited to discussions about sick leave renewals.
Another individual faced a particularly challenging situation where a new manager expressed concern that her appearance during chemotherapy might “shock customers” and pose a risk to the company. This led to repeated pressure and inquiries about potential future absences. These experiences underscore the importance of a supportive and understanding work environment.
Conversely, positive experiences demonstrate the value of supportive colleagues and managers. One individual emphasized that during a period of alternating chemotherapy and work weeks, she found strength in maintaining a sense of normalcy. She also noted that her cancer was not visibly apparent, which may have contributed to a smoother experience. She also found that going through this experience allowed her to identify colleagues she could truly rely on.
Reframing Priorities and Finding Meaning
A cancer diagnosis often prompts a re-evaluation of priorities. One individual, after initially attempting to downplay the severity of her illness, ultimately realized the importance of prioritizing health. She eventually took a three-month leave of absence on the advice of her manager, recognizing the need for rest and recovery. This experience led to a shift in perspective, fostering a greater appreciation for life and a renewed sense of sensitivity towards others.
For some, a cancer journey can lead to new professional paths aligned with personal values. One individual now works in diversity and inclusion, finding greater meaning in this role. Another became a patient resource for a cancer organization, sharing her experiences and raising awareness within companies.
Navigating the Process
Deciding when and how to share a cancer diagnosis is a complex process. It’s important to gather information from both a healthcare team and the employer, including Human Resources. Exploring Employee Assistance Programs (EAPs) can also provide confidential counseling and support. The best approach is one that aligns with individual needs and priorities, recognizing that disclosure looks different for everyone. The key is to identify specific concerns and make a decision that feels right, while understanding the potential benefits of accessing available legal protections and workplace accommodations.
