Step 7 of 11 in getting ready to return to work:
Determining whether and when the survivor is ready to return to work is important. Part of a successful return is to assess the workplace readiness. You can gather information from the survivor about the support available at their workplace and what others have received. This information can be gathered by having survivors explore with their employer or workplace representatives (such as union representatives, human resource professionals, occupational health specialist, disability managers, or return to work coordinators), the type of support offered such as a graduated return to work (GRTW), flexible hours, working from home, etc. You can also speak directly with an employer representative (with the consent of the cancer survivor) to find out what are the resources at the workplace. For more information, see Inquire about return to work practices and policies at the workplace.
What’s more, healthcare providers can encourage cancer survivors to foster support at their workplace by keeping in touch with work managers and colleagues. Ongoing and early discussion about going back to work can give the employer reason to keep a job for the survivor and can give enough time to arrange for accommodation. See: Key questions to guide a return to work plan.
For ideas on types of accommodations that employers might consider, see Workplace accommodations.
Sometimes cancer survivors may have concerns about disclosing their cancer and may benefit from considering how much, to whom and how they might share such details. For helpful information related to disclosure see: Who gets to know: How to exercise your power of “disclosure”