Dealing with dying at work
Rachel Suff looks into recent research on whether organisations should do more to support employees facing a terminal diagnosis
Rachel Suff looks into recent research on whether organisations should do more to support employees facing a terminal diagnosis
Receiving a terminal diagnosis can obviously be a devastating experience for someone and extremely difficult to come to terms with. Many of us find it very uncomfortable to talk about end-of-life illness and death, and there can be considerable stigma and silence around these issues in society and at work. While respecting confidentiality and people’s individual wishes, it’s vital that organisations are ready to provide compassionate, flexible, and practical support for an employee who is facing a terminal diagnosis. However, new research reveals that there is variable support available across UK workplaces.
A survey of more than 1,000 UK HR decision makers, conducted by YouGov, revealed very patchy provisions in terms of the support that terminally ill employees can expect in the workplace. The survey of HR decision makers revealed an ‘employers’ lottery’ in which the support people receive, whether it be on flexible working, sickness absence, changes to duties, insurances, or direct financial support varies significantly. For employees working for small organisations, this variation is particularly marked.
The survey was part of a research study carried out by What Works Centre for Wellbeing and Marie Curie and, which was also supported by the CIPD. It’s part of a wider project to identify where research and practice need to go next in supporting the wellbeing of people with a terminal diagnosis.
The HR survey found that, although 60% of organisations have in place enhanced flexible working options and reasonable adjustments to support people, less than half (43%) manage an employee's terminal illness outside of standard sickness reporting processes. This means many people who are still working with a terminal diagnosis could theoretically face a formal procedure if they have a certain amount of sickness absence due to their condition. In some organisations, this rigid approach could reflect a lack of focus and the fact that employers haven’t reviewed their policies and procedures in relation to terminal illness. However, even if unintentional, the negative impact of such an inflexible and punitive approach on someone’s wellbeing could be very detrimental at the most difficult time of their life. Further, such an approach does not reflect the compassionate, supportive and inclusive approach we would appreciate for ourselves and our loved ones if unfortunate enough to be living and working with a terminal diagnosis.
Further findings include:
How someone responds to a terminal diagnosis can vary enormously from individual to individual. This includes their needs and preferences in relation to work. Some people may have no choice but to carry on working for financial reasons while others may opt for ill health retirement. However, one study in the scoping review of literature, carried out as part of the research study, found intrinsic reasons for some people wanting to carry on working. It found that those people motivated by personal enjoyment, purpose, and passion were more likely to carry on working compared to those driven solely by financial reward.
The TUC’s Dying to Work campaign is pressing for additional employment protection for terminally ill workers. It raises awareness about the importance of every person coping with terminal conditions having the choice of how to spend their final months.
The CIPD’s guidance on Managing and supporting employees with long-term health conditions has some guiding principles on support for employees with terminal diagnoses. These include the need to:
Rachel Suff joined the CIPD as a policy adviser in 2014 to increase the CIPD’s public policy profile and engage with politicians, civil servants, policy-makers and commentators to champion better work and working lives. An important part of her role is to ensure that the views of the profession inform CIPD policy thinking on issues such as health and wellbeing, employee engagement and employment relations. As well as conducting research on UK employment issues, she helps guide the CIPD’s thinking in relation to European developments affecting the world of work. Rachel’s prior roles include working as a researcher for XpertHR and as a senior policy adviser at Acas.
Watch our webinar to explore how organisations can create a work environment that supports employees throughout their career including in menopause and fertility challenges as well as with their menstrual health.
Register nowPractical guidance for managers on preventing and reducing stress at work
Find out what people professionals said about their working lives and career development prospects in our recent pulse survey
As artificial intelligence continues its rapid advancement and becomes the much touted focus for investment and development, we highlight the critical role of the people profession and explain how the CIPD and its members will be involved shaping its impact at work
A look at whether artificial intelligence can cover skills shortages by exploring the benefits of AI and the advantages that can be gained by using generative AI such as ChatGPT
Jon Boys discusses the benefits of generative AI tools, and how organisations can utilise them