How Workplaces Can Support Patients and Survivors of Cancer

Cancer is not confined to older adults. Recent research highlights a concerning trend: Cancer incidence among young adults, ages 19 to 39, is rising, and experts warn it could increase by approximately 31% globally by 2030, according to research entitled Employers Mitigating Risk and Building Resilience: Response to Early-Onset Cancer, published by the Milken Institute.

For younger adults, a cancer diagnosis can feel particularly disruptive. Unlike older adults who may be retired or less engaged in the workforce, people under 40 often juggle careers, family obligations and caregiving responsibilities.

Amid these challenges, many young adults want to continue working or return to their jobs during treatment. Research shows that more than 63% of patients with cancer maintain employment or return to work after diagnosis. Work provides routine, financial stability and social connection, which are all critical for mental health and overall well-being.

“The semblance of normalcy and routine is incredibly important for people,” said Hadly Clark, co-author of the research who also was recently diagnosed with breast cancer, in an interview with CURE. “Americans spend roughly 30% of their lives at work. That comes with relationships and community. If people are able to work through treatment, even in a modified capacity, that can be extraordinarily beneficial.” Clark is director of FasterCures at the Milken Institute.

Understanding the Workplace Impact of Early-Onset Cancer

In its research, the Milken Institute convened 23 employers and cancer advocacy leaders in August 2025 to discuss how workplaces can address early-onset cancer. The participants represented 10 industries and collectively employed over 601,000 individuals. Their discussions focused on four overlapping risks: mental health, social exclusion, economic uncertainty and talent shortages.

Mental health challenges, such as anxiety and loneliness, are common among young adults with cancer. One participant noted that 50% of patients and survivors experience social isolation at some point. Additionally, the rising incidence of cancer disrupts workforce entry and progression, exacerbating current talent shortages and creating economic strain for employers covering costly cancer treatments, estimated at $57.8 billion annually in the U.S. alone.

Employers are uniquely positioned to mitigate these challenges. From offering flexible work arrangements to ensuring accessible benefits and screenings, workplaces can create supportive environments that allow employees to focus on recovery while maintaining meaningful professional engagement.

Whole-Person Support: Beyond Medical Benefits

“Employers should invest across the entire continuum of cancer care, including prevention, treatment and ongoing support,” Clark emphasized in the interview. She noted that this includes medical benefits, wellness programs, awareness initiatives and accessible screening services. Importantly, she stresses that these offerings must be visible before an employee ever needs them. “Unfortunately, employees often don’t even know they have these incredible benefits until after a diagnosis,” she says.

Cancer’s impact extends beyond health. Employees may struggle with career planning, navigating the health care system, or understanding insurance coverage. Employers can alleviate these burdens by providing guidance on costs, insurance, leave policies and resources that empower informed decision-making. “By helping employees navigate both care and work simultaneously, organizations can create an environment that enables individuals and their families to focus on what matters most: their health, recovery and well-being,” Clark said.

In another interview with CURE, Sabrina Spitaletta, also a co-author of the research, added that the culture of care in a workplace is just as important as the benefits themselves.

“It’s recognizing and anticipating that the needs of someone with cancer will evolve over the course of their journey. The onus should not just be on the individual to figure out what they need. Employers should anticipate and respond, whether through policies, manager training or team support,” she explained. Spitaletta is senior director, public health, Employer Action Exchange at the Milken Institute.

Flexibility, Communication and Reducing Stigma

Workplace flexibility is a recurring theme. Flexible hours, remote work options and role modifications can help employees manage appointments, treatment side effects and mental health challenges while remaining connected to their teams.

Clark shares from personal experience: “I had three doctor’s appointments in one week, and I could navigate them thanks to a trusted, transparent relationship with my manager. We ensured I could get my work done while also maintaining treatment without fear of stigma or retaliation in the workplace.”

Stigma remains a barrier to care, particularly when employees fear that a cancer diagnosis will affect perceptions of their performance. Spitaletta emphasized that a strong, stigma-free culture is essential. “It’s about anticipating needs systemwide, not relying on a single supportive manager,” she said. “Policies and resources should be embedded in the organization so every employee has access, regardless of their role or team.”

Strategies Employers Can Implement

Employers can take concrete steps to support employees through cancer care:

1. Whole-health benefits and accessible care: Employers can provide preventive screenings, wellness programs and awareness campaigns.
2. Flexible work and career support: Adjustable hours, remote work and role modifications allow employees to maintain work engagement without compromising health.
3. Emotional support and community building: Employee resource groups for patients and caregivers can provide mentorship, peer support and a trusted space to discuss challenges.
4. Co-creation and employee feedback: Policies and programs should be developed collaboratively, incorporating insights from employees with lived experience.
5. External engagement and corporate social responsibility: Partnerships with nonprofit organizations and local organizations can extend support beyond the workplace and into the community.

A Generation Redefining Cancer and Work

Despite rising cancer rates among younger adults, there is hope. Advances in screenings and prevention have improved survival outcomes, with five-year survival rates across cancers reaching approximately 70%. Younger adults now have more opportunity to live full, productive lives post-diagnosis.

Clark highlighted this optimism in the interview: “Even with the increase in younger adults getting cancer, people are living longer after diagnosis than ever before. That’s due to advancements in prevention and treatment. Younger adults have so much of their lives to look forward to, including their careers and workplace contributions.”

Clark noted that this generation is redefining what it means to have cancer while remaining engaged in work. “Many people look at me and don’t know that I have cancer. Employers and colleagues need to pause, put aside stereotypes and understand that everyone’s experience is different. This generation is co-creating solutions and redefining how cancer fits into life and work,” she says.

Moving Forward: Lessons for Employers

As cancer incidence among young adults rises, workplaces can serve as a buffer and a bridge, helping employees navigate treatment, maintain routine and remain engaged with their teams.

Key takeaways for employers include the following:

1. Anticipate and proactively provide resources across the cancer care continuum.
2. Embed flexibility and empathy into policies and culture.
3. Reduce stigma by normalizing conversations about cancer and caregiving.
4. Engage employees with lived experience to co-create programs and policies.
5. Extend support into the community through partnerships and philanthropy.

The data are compelling, but the human impact is even more profound. For employees diagnosed with cancer, workplace support can mean the difference between isolation and connection, stress and stability, or feeling overwhelmed versus empowered.

Clark summed it up by saying, “Receiving a diagnosis doesn’t just impact your health; it affects your entire life, including work. Employers who create environments of trust, empathy and flexibility can make it possible for people to focus on what matters most: their health, recovery and the future they want to live.”

Spitaletta echoed the sentiment: “Employers have the power to anticipate, support and transform the experience of young adults with cancer. This isn’t just policy; it’s culture, awareness and human connection. When we do it right, everyone benefits: employees, employers and the wider community.”

As cancer becomes increasingly common among younger adults, the role of the workplace is evolving. Employers who embrace empathy, flexibility and whole-person care can help employees not only survive but thrive.

Reference

1. Hines G, Clark H, Spitaletta S, Flaum L. Employers mitigating risk and building resilience: response to early-onset cancer. The Milken Institute. January 8, 2026. https://milkeninstitute.org/content-hub/research-and-reports/reports/employers-mitigating-risk-and-building-resilience-response-early-onset-cancer

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