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Return to Work and Cancer: The Australian Experience

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Abstract

Purpose Research suggests that for many cancer survivors, returning to work has a range of benefits. However, considerable barriers have been identified as influencing the quality of return to work outcomes. This study explored the perspectives of Australian cancer survivors, managers and employee assistance program (EAP) professionals to gain an understanding of the return to work process and factors that affect the experience. Methods Focus groups and interviews were conducted with cancer survivors (n = 15), managers (n = 12), and EAP professionals / psychologists (n = 4) from public and private sectors. Thematic analysis was used to analyse the data to identify common and unique themes from the three participant groups. Results A range of drivers were identified including maintaining normality and regaining identity, which could act positively or negatively depending on survivors’ coping ability and self awareness. Analysis revealed communication difficulties in the workplace that impact on emotional and practical support. Negotiating an employee’s return is complex, influenced by the level of consultation with the employee and use of an ad hoc or structured process. Direct and indirect ways of supporting employees with cancer were identified, as was the need for colleague and manager support. Conclusion This study supports previous research findings of the impact of cancer on work, and reveals managers’ lack of knowledge on how to respond appropriately. The process of returning to work is complex, influenced by employees’ and managers’ attitudes, communication skills and coping abilities. Areas for workplace interventions to optimise support for the cancer survivor are described.

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Notes

  1. An employer in Australia is required to provide a minimum of 10 days of sick leave, fully paid, per year. For the majority of employees, these ‘sick days’ do not accumulate and will be lost if not taken within a particular year. Although some social security benefits are available to cover unexpected periods of absence from work, payments are significantly lower than what an employee would typically earn whilst fully employed.

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Acknowledgments

Thank you also to the support provided by Cancer Voices SA. This work was supported via a scholarship provided by Cancer Council SA and Cancer Australia through its ‘Building Better Cancer Support Through Consumers’ initiative.

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Authors and Affiliations

  1. School of Psychology, University of Adelaide, Adelaide, SA, Australia

    Georgina McKay & Paul Delfabbro

  2. Centre for Applied Psychology, University of Canberra, Bruce, ACT, 2601, Australia

    Vikki Knott

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  1. Georgina McKay
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Correspondence to Vikki Knott.

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McKay, G., Knott, V. & Delfabbro, P. Return to Work and Cancer: The Australian Experience. J Occup Rehabil 23, 93–105 (2013). https://doi.org/10.1007/s10926-012-9386-9

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