As cancer diagnoses continue to rise worldwide, experts say workplaces have a critical role to play in supporting employees living with cancer and the millions balancing work while caring for loved ones.
Global cancer cases are projected to rise from more than 20 million each year to almost 35 million annually by 2050 unless urgent action is taken, according to the World Health Organization’s newly published Global Status Report on Cancer 2026. The report reveals that cancer will affect one in five people during their lifetime, while approximately 92% of the global population will be impacted either through their own diagnosis or that of a close family member.
While the report highlights the need for stronger prevention, earlier diagnosis and more equitable access to treatment, it also signals a growing challenge for employers. As more people survive cancer and remain in work, and millions more juggle careers alongside caring responsibilities, organisations will increasingly influence whether employees are able to recover, remain financially secure and continue contributing to the workforce.
WHO Director-General Dr Tedros Adhanom Ghebreyesus said the findings should serve as a global call to action. “Cancer is deeply personal. It touches nearly all of us, with more than 20 million people diagnosed each year. The World Health Organization projects that this number could almost double by 2050. We can change this trajectory, but it requires an urgent shift to a people-centred approach to cancer prevention, diagnosis and treatment.”
CANCER NOW A WORKPLACE ISSUE
The WHO report makes clear that the impact of cancer extends far beyond healthcare. Its first global survey of people affected by cancer found:
- More than half experience mental health challenges.
- At least 45% experience financial hardship.
- Nearly all caregivers report significant strain, including unpaid caring responsibilities, prolonged grief and social isolation.
- Around half of patients and their families experience catastrophic health expenditure, driven not only by healthcare costs but also by lost income, transport, childcare and reduced ability to work.
For employers, these figures reinforce that supporting employees through cancer is not simply about compassionate leave – it is about protecting financial wellbeing, mental health, workforce participation and long-term productivity. The growing impact of cancer on workforces is already becoming evident. Recent research has shown that many employers are struggling to keep pace with the growing number of employees affected by cancer, highlighting significant gaps in manager confidence, workplace policies and long-term support.
WORKPLACES VITAL PART OF THE CANCER CARE JOURNEY
For organisations, the findings reinforce that supporting employees affected by cancer is no longer simply an employee benefit – it is becoming an essential part of responsible leadership. Veronica Foote, Head of Policy & Consulting at Working With Cancer, says the report reflects a significant shift in how success should be measured. “Cancer care doesn’t end when treatment ends and neither should our support. The newly published WHO Global Status Report on Cancer 2026 sends a powerful message: success should no longer be measured solely by survival, but by whether people are able to live well after a cancer diagnosis.”
Foote says this means recognising the importance of:
- Staying connected to work where appropriate.
- Supporting working caregivers as well as employees diagnosed with cancer.
- Addressing the long-term physical, emotional and cognitive effects of treatment.
- Protecting financial wellbeing and reducing the wider social impact of cancer.
Earlier this year, Fair Play Talks highlighted 17 organisations recognised for creating outstanding workplaces for employees living with cancer, demonstrating that compassionate, flexible policies are becoming a hallmark of leading employers.
Foote added: “At Working With Cancer we’ve long believed that good work can provide purpose, identity, financial security and support recovery. Equally, we’ve seen first-hand the challenges faced by managers trying to support colleagues through one of the most difficult periods of their lives.”
RECOMMENDATIONS FOR EMPLOYERS
So what does the WHO Report means for employers? Although the WHO’s recommendations are directed primarily at governments and healthcare systems, they also provide a clear roadmap for employers seeking to build healthier, more inclusive workplaces. Recommendations include:
1. Support employees beyond treatment
The report highlights that survivorship and rehabilitation should be recognised as fundamental parts of cancer care – not afterthoughts. Yet only 52% of national cancer control plans include post-treatment follow-up strategies, while access to rehabilitation remains limited across much of the world. For employers, this means recognising that fatigue, cognitive changes, anxiety and physical limitations can continue long after treatment has ended. Return-to-work support should be personalised, flexible and responsive to changing needs.
2. Recognise the growing number of working caregivers
Nearly all caregivers surveyed by WHO reported significant strain, while many experienced financial hardship and declining mental wellbeing. Organisations should consider:
- Flexible working arrangements
- Carers’ leave policies
- Access to wellbeing support
- Employee Assistance Programmes
- Regular manager check-ins
- Occupational health support
Supporting caregivers benefits not only employees but also retention, engagement and productivity.
3. Equip managers with the confidence to respond
Managers are often the first people employees tell after receiving a cancer diagnosis. They need the skills and confidence to:
- Have compassionate conversations.
- Discuss reasonable workplace adjustments.
- Create phased return-to-work plans.
- Balance business needs with individual wellbeing.
- Know when to involve HR, occupational health or external support.
Many managers receive little or no training in supporting employees through serious illness, despite cancer becoming increasingly common across working-age populations.
4. Build psychologically safe workplaces
Throughout the report, the WHO calls for a people-centred approach that places lived experience at the heart of decision-making and strengthens social protections for those affected by cancer. For employers, this means fostering cultures where employees feel safe discussing cancer without fear of stigma, discrimination or damage to their careers. This is particularly important given previous research showing that many employees still fear disclosing invisible disabilities because of concerns about bias, discrimination and career progression.
5. Recognise work as part of recovery
The WHO argues that cancer success should be measured not only through survival but through quality of life, function and participation in society. Where appropriate, remaining connected to work can provide:
- Purpose
- Identity
- Financial security
- Social connection
- Confidence
- Improved wellbeing during recovery
A BUSINESS IMPERATIVE
The WHO report also highlights growing policy gaps that reinforce the importance of employer action. Around half of patients and their families experience catastrophic health expenditure, while only 28% of countries include comprehensive cancer care within universal health coverage packages, leaving many people financially exposed. As healthcare systems face increasing pressure, employers have an opportunity to reduce some of the wider social and economic consequences through supportive workplace policies. Foote believes employers have an increasingly important role to play.
“Creating compassionate, informed and flexible workplaces isn’t simply good employment practice, it is becoming an essential part of improving outcomes for people affected by cancer. As more people live with and beyond cancer, and as more family members balance work with caring responsibilities, supporting cancer at work must become a mainstream business and societal priority. The evidence is clear. The opportunity and responsibility to act has never been greater.”
THE FUTURE OF CANCER CARE INCLUDES THE WORKPLACE
The publication of the WHO report builds on growing momentum around improving cancer support at work. As highlighted during World Cancer Day 2026, experts increasingly agree that employers have a unique opportunity to improve outcomes by creating compassionate, flexible and inclusive workplaces where employees feel supported throughout diagnosis, treatment and recovery.
For decades, cancer has been viewed primarily as a medical issue. The WHO’s 2026 report makes clear that it is equally a societal and workplace issue. As more people survive cancer and more employees balance work alongside caring responsibilities, organisations have an opportunity – and increasingly a responsibility– to create workplaces where people affected by cancer can continue to thrive. Supporting cancer at work is no longer simply an employee wellbeing initiative. It is becoming an essential part of building resilient, inclusive and productive organisations for the future.
UNDERSTANDING CANCER SUPPORT AT WORK
Here are some answers to key questions covering cancer support at work.
What does the WHO Cancer Report 2026 say about work?
The WHO says cancer care should extend beyond treatment to include rehabilitation, survivorship, employment and social protection, recognising that work can play an important role in recovery and quality of life.
How can employers support employees with cancer?
Employers can provide flexible working, manager training, phased return-to-work plans, occupational health support, psychological safety and dedicated support for working caregivers.
Why is workplace cancer support important?
With one in five people expected to develop cancer during their lifetime and 92% of people affected either directly or through a loved one, workplace support is becoming an essential part of employee wellbeing and organisational resilience.
Download the full WHO report here.
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