Tree of Life for Health, Life, and Income Protection Insurance Providers

Anti-Cancer Lifestyle Community and Programme

This page is for Insurance Providers. Alternatively, you might prefer our pages for Workplace and Employee Benefits Providers, Employers, Health and Well-being Advocates, or Individuals.

For health, life, and income protection insurance providers, partnering with The Cancer Coach™ through the Tree of Life Anti-Cancer Lifestyle Community and Coaching Programme represents a strategic advancement in offering superior policyholder benefits. This collaboration not only empowers your clients to attain more favorable health outcomes but also significantly diminishes the likelihood of claims, aligning with your objective of fostering a healthier insured community and facilitating a more cost-effective insurance model.

Integrating the Tree of Life Programme into your suite of insurance products provides a tangible value-add by granting your customers access to specialized coaching, comprehensive resources, and tailored wellness plans. These tools are designed to guide individuals in adopting an anti-cancer lifestyle, emphasizing prevention as the cornerstone of health improvement. Through engaging lessons, interactive activities, and a supportive online community, the Tree of Life Programme educates and motivates participants towards making lifestyle choices that not only reduce their cancer risk but also enhance their overall well-being, thereby contributing to a decrease in insurance claims.

For those navigating a cancer diagnosis, the Programme, augmented by One-on-One Cancer Coaching, offers a lifeline. It supplies the necessary resources and support to mitigate the adverse effects of cancer treatments and to navigate the journey toward optimal recovery outcomes. This comprehensive approach ensures that your policyholders receive the support they need when they need it the most, enhancing their satisfaction and trust in your insurance products.

Moreover, the Tree of Life Programme addresses the critical phase of returning to work post-cancer treatment, which is pivotal for both survivors and employers. It offers guidance and coaching tailored to survivors aiming to reintegrate into their professional lives, thereby facilitating smoother transitions, reducing workplace absences, and mitigating the risk of long-term disability claims. This focus on rehabilitation and return-to-work support underscores your commitment to the holistic well-being of your clients, positioning your insurance offerings as not just financial safety nets but as partners in health and recovery.

Additionally, the Programme extends its support to caregivers, acknowledging the significant health toll caregiving can take. By providing resources and coaching to caregivers, the Tree of Life Programme helps prevent caregiver burnout and associated health issues, further exemplifying the comprehensive care your insurance products deliver.

Explore how the Tree of Life Programme can enhance your insurance offerings and contribute to the well-being of your clients. This partnership signifies a forward-thinking approach to insurance, prioritizing preventative health measures, comprehensive support during and post-diagnosis, and a seamless return-to-work process, thereby offering a substantial competitive advantage in the health, life, and income protection insurance market.

Learn more below in The Unprepared Reality of Cancer in the Workplace and How to Safeguard Your Organisation. Alternatively, you can jump to the Successful Workplace Programmes, Introducing Tree of Life, or Book a Demo for Your Organisation and Claim Your All-Access Pass.

The Unprepared Reality of Cancer in the Workplace and How to Safeguard Your Organisation

Workplace Wellness State of the Market 2023

Our wide reach covers 11 different countries, showing how we have exceptional access to resources and our own extensive practical knowledge. The significant impact of cancer in the workplace affects organisations and their employees in several developed economies, going beyond borders. Addressing this widespread global issue, our report combines insights and recommendations from published studies, authoritative sources, and the latest research articles, as well as from the combined expertise of oncologists and behavioural science experts. Our collaborative work extends across the UK, USA, and Australia, adding more diverse viewpoints to this report.


Workplace wellness providers and employee assistance programmes (EAPs) aiming to incorporate programmes focused on specialised cancer research and measurable outcomes to enhance their current portfolio beyond generic workplace wellness offerings.

Insurance providers who want to empower their customers to achieve better health outcomes and reduce the risk of claimants.

Employers who want to see higher productivity, fewer absences, less burnout, attract and retain their best talent and be an employer of choice when recruiting.

This report contains recommendations to empower individuals within an organisation to lower the risk of cancer and other chronic illnesses. It provides useful advice if someone has recently been diagnosed with cancer; dealing with the emotional and physical effects of cancer treatments; when medical appointments are over; reintegration back into the workforce and guidance for caregivers of loved ones.


The Role of Workplace Wellness Needs to Be Redefined

Challenges and What Organisations Want to Achieve
Why Existing Workplace Wellness Programmes Are Not Fit for Purpose
Structure of a Successful Workplace Wellness Programme
The Tree of Life Anti-Cancer Lifestyle Community and Programme


Evidence from 36 sources including Macmillan, The Lancet, Deloitte, Office for National Statistics (ONS), EAP Association, Great Place to Work® Institute, The American Cancer Society, Cancer Research UK, and National Cancer Institute;

As well as research articles published in National Library of Medicine, Journal of Clinical Oncology, and BMC Public Health.

As well as feedback from workplace wellness providers, insurers, employers, individuals, and recommendations from oncologists, experts in behaviour science, and qualified health coaches.

The Role of Workplace Wellness Needs to Be Redefined

Despite the conveniences that make our lives easier, the global incidence of cancer continues to surge. Responsible for more fatalities than the combined toll of AIDS, tuberculosis, and malaria, cancer presently stands as the second most prevalent cause of death worldwide. Impacting individuals across all age groups, socioeconomic strata, and genders, cancer places an immense weight on patients, families, institutions, and communities. This dire reality constitutes one of the primary contributors to the global mortality rate. However, there exists an opportunity for change. By adopting health-conscious choices in daily living, up to half of all cancer cases can be averted [32].

People of Working Age Diagnosed with Cancer: In the US, approximately 45% of people diagnosed with cancer are aged 20 to 64 years [2]. In Australia, 40% of people diagnosed with cancer are aged 25–64 years [5]. In the UK, 125,000 people of working age are diagnosed with cancer each year [1].

Discrimination at Work: In the US, gaps in laws meant that people still faced discrimination for taking sick-days for cancer treatment [4]. In the UK, 1 in 5 people were discriminated against because of their cancer [3].

Cancer survivors are 1.4 times more likely to be unemployed than the general population [6]: Many struggle with little or no coordinated support to remain in work following treatment. The longer people remain off work, the more likely they are to fall out of work completely. Almost 50% of those diagnosed with cancer in the workplace had to make changes to their working lives after cancer, and 40% had to change jobs or leave work altogether [7].

These statistics unveil the urgency of the matter. The widespread prevalence of cancer affects lives and workplaces. Its ripple effects encompass absenteeism, diminished productivity, and emotional strains that demand resolution.

Picture a world where organisations foster a culture of well-being, where disruptions caused by cancer are not just managed but mitigated, leading to enhanced lives for their employees.

Organisations of the future, those embracing excellence in every facet, understand that investing in specialised cancer support programmes is the compass guiding them towards prosperity.

Organisations armed with the right tools to promote cancer prevention hold the key to not only mitigating these disruptions but also enhancing employees’ lives. Today’s organisations, fueled by a visionary approach, are seeking specialised cancer support programmes, led by experts. These programmes provide comprehensive solutions spanning prevention, treatment support, recovery, survivorship, and support for caregivers. The transformative impact of these programmes resonates beyond individual well-being; it permeates organisational culture and vitality.

Shaping the Organisations of the Future

Forward-looking organisations, those on a quest for talent acquisition and retention, recognise the pivotal role of well-being elevation and cancer support programmes. They champion initiatives that holistically manage cancer’s impact. From fostering preventative measures to facilitating seamless reintegration, these programmes redefine the workplace as a haven for well-being. These organisations are actively looking for specialised cancer support programmes, especially programmes that are expert-led, and they want to better manage cancer (as a registered disability or where the law requires an employer to make reasonable adjustments to help people with cancer do their job [18, 19, 33]) in the workplace by using programmes that provide the full spectrum of support for every phase of cancer: Prevention, Treatment support, Recovery and reintegration into the workplace, Survivorship, and Care for Caregivers

Organisations without effective cancer prevention and diagnosis support programmes face a cascade of challenges. Elevated incident rates of cancer, soaring absenteeism during treatment, and untimely early retirements become persistent hurdles. A decline in productivity echoes in the remaining workforce, jeopardising the organisation’s collective mission and progress.

From Generic Well-being to Health Creation Excellence

At the forefront of this transformative journey stand workplace wellness providers, employee assistance programmes (EAPs), insurers, and employers, united by a shared commitment to go beyond well-being, which has been diluted in scope and meaning over the years, and transition to active health creation. This alliance is driven by a common purpose; to elevate physical, psychological, and emotional health. By fostering comprehensive services, these entities pave the way for improved employee health, diminished burnout, and effective stress management. Absenteeism retreats, productivity surges, and employees embrace a renewed enthusiasm to contribute to their organisation’s achievements.

Empowering Change

Insurance providers equipped with the right wellness programmes empower their clients to journey toward better health outcomes. A strategic approach reduces risk and catalyses well-being, fostering a resilient community that thrives against the odds. By reducing risk and empowering individuals to embrace better health, they redefine the insurance landscape.

Wellness providers and EAPs orchestrate comprehensive services, sculpting a healthier workforce and nurturing resilience. Their mission? To curtail burnout, alleviate stress, and pave a path towards decreased absenteeism, heightened productivity, and an environment where individuals flourish in their roles.

For employers investing in employee health and well-being, the dividends are clear to see. Amplified productivity, fewer absences, and a profound sense of belonging reverberate through the organisation. As they attract, nurture and retain talent, they radiate the allure of being an employer of choice.

Challenges and Goals of Organisations

Employee Assistance Programmes (EAPs) serve organisations and their employees in multiple ways, ranging from consultation at the strategic level about issues with organisation-wide implications to individual assistance to employees and family members experiencing personal difficulties. The structure and operation of each EAP varies with the structure, functioning, and needs of the organisation(s) it serves [8].

Caregiving is also a demanding role: In Australia, 70% of carers aged 15 to 64 years were in the labour force [9]. In the UK, in England alone, a staggering 8.9% of the resident population are unpaid carers [10].

Caring for someone can have significant physical and emotional impacts on caregivers, affecting their personal and working life.

To address this issue, it is essential that organisations have tools and resources for caregivers that focus on implementing proactive workplace health and well-being initiatives. Research has shown that effective caregiver workplace programmes can reduce absenteeism and presentism during this difficult time.

Improve Health, Reduce Burnout, and Cope With Stress

Currently, 450 million people suffer from mental health conditions around the world and a huge 25% of the global population are affected by mental health issues at some point in their lifetime. In the UK alone, 70 million workdays are lost each year due to mental health, losing the UK economy up to £99 billion [11].

Chronic stress has been linked to higher cancer risk through the increase of unhealthy habits like smoking, overeating, being less active, or consuming alcohol. [34]

The global direct and indirect economic costs of mental disorders were estimated at US$2.5 trillion [12]. The calculated cost of work-related mental health conditions to the Australian economy per year is estimated to be around AU $476 million [13]. And in the UK, poor mental health is costing businesses £56 billion every year [14].

By implementing an EAP, organisations are looking to take proactive steps to address these figures. EAPs provide accessible and confidential resources to support employees’ mental health and well-being. They offer resources to address various aspects of employees’ lives, helping them achieve a better work-life balance. This balance contributes to reduced burnout and enhances job satisfaction.

Lower Rates of Absenteeism, and Increase Productivity

Employee Assistance Programmes (EAPs) strive to lower rates of absenteeism and increase productivity by offering comprehensive support to employees [15]. Through resources, interventions, and counselling, EAPs aim to improve mental health, manage stress, and address personal challenges, leading to reduced absenteeism and enhanced work performance.

Organisations can no longer bear the burden of substantial absenteeism costs. The implementation of an EAP is likely to diminish absenteeism as employees receive the necessary support to address their concerns. This assistance can contribute to increased job satisfaction and reduced likelihood of calling in sick.

Access to Support and Benefits

The pandemic revealed that our care systems are overwhelmed, and many employees are caught in work environments that lead to burnout. With 98% of HR leaders and top decision-makers in the U.S. planning to offer or expand benefits for a post-pandemic world, organisations of the future need to take action: Employee benefits, especially those focused on care, flexibility, and personal health can make a huge positive difference to employees. [35]

Post-pandemic, employees have a focus on flexibility, well-being, and compensation. Organisations need to prioritise well-being to improve productivity and job satisfaction [36]. Access to support and benefits can include providing resources such as counselling services and well-being education, as well as creating an open and supportive work environment.

Happier People Who Contribute to Company Goals

Employees who feel valued are more likely to contribute to that workplace culture positively [16].

When employees perceive that their well-being is genuinely cared for through initiatives like an EAP, it not only enhances their job satisfaction but also boosts their morale and motivation. This sense of being supported translates into increased engagement and commitment towards the company’s goals and success.

Happier employees are not only more productive but also tend to collaborate better, innovate more, and exhibit higher levels of job loyalty. By investing in their well-being through an EAP, you’re not only nurturing individual happiness but also cultivating a workforce that is eager to go the extra mile to achieve the company’s vision. This contributes to a vibrant and dynamic workplace environment where employees are not just fulfilled personally, but also deeply invested in the goals and prosperity of the organisation.

Reduce the Risk of Healthcare Policy Claims

Enhanced access to EAP benefits indeed leads to a decline in the utilisation of standard outpatient care [17]. This shift is especially significant in the United States, as reduced outpatient care utilisation could result in decreased healthcare policy claims.

In the UK, individuals diagnosed with cancer or those on sick leave may be eligible to claim against existing protection insurance policies. Since much of the time off is attributed to the mental toll of cancer, including stress, early intervention through an EAP could lessen some of this risk.

Viewed from the employer’s standpoint, this outcome is likely to be advantageous. EAP benefits not only reduce the usage of regular outpatient behavioural health services but also potentially alleviate the overall expenses related to behavioural health care, such as policy claims.

Retain the Best Talent and Be an Employer of Choice

Companies that prioritise employee well-being through EAPs often earn a positive reputation as socially responsible employers. This reputation can attract and retain employees who value such initiatives and contribute to the long-term success of the organisation.

Cancer as a Disability

Cancer’s classification as a disability can vary based on different legal frameworks and local regulations. In numerous countries, including the United States, the definition of disability encompasses conditions that significantly restrict a person’s essential life functions, which can indeed pertain to individuals facing a cancer diagnosis.

For example, in the United States, cancer is frequently acknowledged as a disability according to the Americans with Disabilities Act (ADA) [18], provided it substantially hinders key life activities like employment, self-care, and fundamental tasks. The ADA strictly forbids discrimination against people with disabilities, and mandates employers to offer reasonable adjustments that enable these individuals to effectively fulfil their job responsibilities.

In the UK, The Equality Act considers a diagnosis of cancer [19] as a disability. The Act gives important rights, and individuals [employees] don’t have to have symptoms or consider themselves disabled by cancer to be covered. And in Australia, Australian law requires an employer to make reasonable adjustments to help people with cancer do their job [33].

Proper Support for Cancer in the Workplace

A new cancer case diagnosed every 90 seconds [20] and working-age people now make up 1/3 (36%) of people living with a cancer diagnosis [21] means a major disruption to the workforce.

Organisations without good cancer support for their employees face many problems. More people get cancer, more people miss work because of treatment, and more people leave work early. This affects how well everyone else works and how much the organisation achieves.

Based on estimates of the National Institutes of Health, overall costs for cancer each year in the US are around $180.2 billion: $60 billion for direct medical costs; $15 billion for the cost of lost productivity due to illness; and $105.2 billion for the cost of lost productivity due to premature death [22]. And, these figures are rising:

According to Cancer Council Australia, the total financial cost of cancer in Australia in 2020 was estimated to be approximately $5.7 billion with cancer-related absenteeism and reduced productivity costing Australian employers more than $1.4 billion [23].
New Demos research into the economic impact of cancer [24] has been published and it calculates it to be £7.6bn in lost wages and benefits.

There are now 2.5 million people living with cancer in the UK. By the year 2030, this figure may be as high as 4 million.

Population-based data suggest that cancer survivors are more than twice as likely to have disabling psychological problems compared with adults without cancer [25]. Individuals who have both cancer and other chronic illnesses have a risk of psychological disability that is nearly 6 times higher than that of adults. This not only affects the individual’s personal and professional life, but also has implications for employers in terms of cost, productivity, and workplace well-being.

And, employees seeking early retirement imposes several costs on organisations:

Replacement Expenses: Hiring and training new employees incurs recruitment, onboarding, and training costs.

Knowledge Drain: Losing experienced employees erodes institutional knowledge, hindering efficiency.

Skill Gap: Filling specialised roles can be costly and may require higher salaries.

Productivity Drop: Sudden departures disrupt workflows.

Succession Issues: Unpreparedness for leadership roles leads to inefficiencies.

Pension Impact: Early retirement provisions increase payouts.

Diversity Impact: Diversity efforts can be hampered, especially if underrepresented groups retire early.

Why Existing Programmes Are Not Fit for Purpose

Organisations would like to offer designated anti-cancer programmes, but they are unsure of the best ones to invest in.

EAPs are most commonly being used by employers for soft business reasons, as part of broader health and wellbeing offerings, and in order to be perceived as a good employer. According to the Employee Assistance Professionals Association, just 9% of HR managers had attempted to make a hard evaluation of implementing an EAP in terms of a cost utility benefit or return on investment via the impact on sickness absence, productivity, performance or engagement [26]. The most common reason for this was a lack of pressure from senior executives, with the EAP considered to simply be the right thing to offer. There is a fundamental perception of EAPs as a cost-effective or far less expensive option than other wellbeing improvement schemes.

Employee wellness programmes offer many advantages for both staff and employers, including:

Improved quality of life [27]
Enhanced job satisfaction, increased productivity, and decreased healthcare costs [28]
Improved employee engagement
When a study [29] evaluated employees before and after receiving counselling from EAP services, the results revealed important improvements, including:
Increased presenteeism: Personal issues making it difficult for employees to concentrate on work dropped by 50%.
Increased engagement: Active disengagement among employees dropped by 9%.
Decreased workplace distress: Feelings of dread when going to work dropped by 9%.
A Modern Health study [30] conducted by Forrester Consulting revealed that 74% of employees want their employer to care about their mental health.
By providing high-quality benefits, employers can meet the needs of employees and improve retention as a result. However, numerous challenges loom when it comes to selecting employee wellness programmes:

Limited Employee Engagement

Despite investing significant time, effort, and resources, some companies struggle to motivate employees to actively participate. This lack of engagement stems from factors like limited awareness, perceived time constraints, and doubts about programme efficacy.

To overcome this challenge, effective communication is vital. Employing various communication channels to raise awareness and emphasise programme benefits is essential. Consistent communication and personalised messages can spark interest and encourage employee involvement.

Current offerings don’t consider engagement a priority. Many Employee Assistance Programmes are made available purely as a box ticking exercise for the organisation. However, without active participation and engagement, these programmes do nothing to benefit the employee or organisation.

One-Size-Fits-All Is Not Enough

Selecting a comprehensive wellness programme that meets the diverse requirements and choices of a workforce can be a challenging endeavour. With employees possessing varying fitness levels, distinct health concerns, and unique schedules, universal programmes are not fit-for-purpose.

Beyond individual preferences, organisations must also account for the demographics and cultural dynamics within their workforce. For example, a global corporation might need to customise wellness initiatives to align with diverse cultural norms and preferences across different regions.

By taking these factors into consideration, organisations can select a tailored wellness programme that will resonate with every employee and boost participation.

Programmes Lose Steam and Fail to Yield Lasting Effects

Commencing a wellness programme marks the initial phase, but ensuring its long-term viability presents another notable hurdle. Numerous programmes lose steam and fail to yield lasting effects due to inadequate resources, inconsistent leadership, or a disconnection from the company’s culture.

Flourishing initiatives demand continual assessment, endorsement from management, and the assimilation of wellness into the organisation’s core values. Through persistent education, resources, and incentives, companies can cultivate an enduring culture of well-being.

Lack of Measurement and Evaluation

Evaluating the effectiveness of employee wellness programmes is essential for gauging impact and making informed decisions for future improvements. However, gathering and analysing accurate data can be challenging. Companies often lack the tools and expertise for meaningful data collection, leaving them uncertain about programme success.

Time and Resources

Crafting, implementing, and managing wellness programmes demand time, energy, and financial resources. This task can be especially difficult for small and medium-sized businesses grappling to allocate resources effectively.

Inadequate Communication and Awareness

Inadequate awareness of programme benefits among employees may hinder participation. Effective communication and promotion strategies play a crucial role in informing and engaging the workforce.

Behaviour Change Is an Uphill Struggle

Altering long-established habits and behaviours remains an uphill struggle. Employees might encounter difficulties in adopting healthier practices, and without appropriate support and motivation, they could fall back into old habits.

Addressing these challenges requires a strategic and meticulous approach involving transparent goal-setting, continuous assessment, good communication, and a commitment to improving employee well-being from leadership and employees.

Structure of a Successful Workplace Wellness Programme

With a potential 50% of all cancer cases being preventable through lifestyle adjustments [31], the most successful programmes elevate workforce resilience and foster environments that prioritise employee well-being and cancer risk reduction. They acknowledge the intricate landscape of dealing with cancer in the workplace, extend guidance, and aid both employees and caregivers, enhancing workplace well-being and productivity in the process.

With the best in class programmes, Workplace Wellness Providers and EAPs are set to enrich their existing product lineup, equipping them to better serve employees navigating a cancer diagnosis or reintegrating into the workforce post-treatment. Insurance Providers will empower their clients with access to coaching sessions, resources, and wellness strategies, guiding them toward an anti-cancer lifestyle to reduce insurance claims.

The success of Employees hinges on the fulfilment of their mental and physical needs, a truth that underscores successful workplace wellness programmes.

What Makes a Successful Workplace Wellness Programme Different?

Dedicated anti-cancer wellness programmes are designed by medical professionals, certified Health Coaches, specialists in oncology, experts in behavioural health, survivors, and patient advocacy groups.

Best in class programmes need to be backed by unparalleled access to experts, ensuring a thorough understanding of cancer in a lifestyle context.

Measurable outcomes are gauged against industry-accepted standards, including Quality of Life and Mental Health Scales.

The best programmes need to defy generic approaches, offering a tailored learning journey that resonates uniquely with each individual.

World class programmes are built on the foundation of behavioural change modification. They specialise in the lifestyle effects of cancer to champion lifestyle interventions that enhance overall health, combat burnout, and equip individuals with effective stress-coping strategies—critical elements in fostering a thriving workplace.

Community Is the Secret Sauce to Behaviour Change

The best programmes are expertly curated by behavioural science professionals with a journey that places emphasis on programme activation and ongoing engagement.

The path to enhancing customer well-being begins with prevention. World class anti-cancer programmes need to encompass instructive lessons, interactive activities, and a dynamic online community.

One-on-One and Pre-habilitation Cancer Coaching

The best anti-cancer and lifestyle programmes steer individuals toward healthier lifestyles, mitigating cancer risks, improving treatment outcomes, aiding survivors, and supporting caregivers.

This comprehensive approach needs to extend to employees navigating a cancer diagnosis, enduring treatment, or transitioning back to work post-treatment. The enhanced well-being of these programmes prepares individuals both physically and emotionally for a successful return to the workplace.

For those already grappling with a cancer diagnosis, a designated Pre-habilitation programme needs to supply resources and support to mitigate treatment’s adverse effects, striving for optimal outcomes.

Cancer Survivorship Support

World class programmes extend post-treatment guidance and coaching, empowering survivors to adopt anti-cancer lifestyles and mitigate the risk of cancer recurrence.

Care for Caregivers

Finally, through the best anti-cancer programmes caregivers, who are often burdened by their responsibilities, can receive crucial support, safeguarding them from negative health repercussions and illnesses.

Introducing the Tree of Life Vitality and Cancer Defense Program

We are proud to introduce you to Tree of Life by The Cancer Coach™: Designed using evidence-based information, Tree of Life is a revolutionary health, lifestyle, and Vitality and Cancer Defense Program that aims to support, inspire, and empower individuals by gathering tools, creating a solid foundation of health, and living in alignment with their well-being goals.

Professionally designed and endorsed by oncology, lifestyle medicine, and behavioural science experts, and shaped by health coaches, cancer survivors and patient advocacy groups, Tree of Life stands against a growing culture of chronic illness and reduced quality of life. But it doesn't have to be that way. Our program provides the tools and support to reverse and prevent poor health through evidence-based lifestyle interventions and behavioural changes.

Tree of Life works with the individual to ensure their future self is the best version possible! A resilient and optimised human being who understands the dynamics and benefits of good health. A person who thrives on their relationships with friends, family, and colleagues while being an integral part of a working culture of well-being, respect, and understanding.

Who Can Benefit

Tree of Life empowers individuals to lower the risk of cancer and other chronic illnesses. It provides useful advice if someone has recently been diagnosed with cancer; dealing with the emotional and physical effects of cancer treatments; when medical appointments are over; reintegration back into the workforce and guidance for caregivers of loved ones; Tree of Life is for Workplace wellness providers and employee assistance program (EAPs) aiming to incorporate program focused on specialised cancer research and measurable outcomes to enhance their current portfolio beyond generic workplace wellness offerings; Insurance providers who want to empower their customers to achieve better health outcomes and reduce the risk of claimants; Employers who want to see higher productivity, fewer absences, less burnout, attract and retain their best talent and be an employer of choice when recruiting; Cancer Treatment Providers to improving their patients outcomes and long-term health.

Every person and every experience with cancer is unique. Tree of Life can help people at every phase of their cancer journey:

Diagnosis and treatment


About Tree of Life

Throughout history, many cultures have used the Tree of Life as a symbol of health and well-being. Trees are beautiful living organisms required for a healthy and thriving ecosystem. They come in many shapes and sizes, and grow in unusual circumstances.

Just like a tree, our program starts with the seed of intention. Under the right conditions, the seed develops roots that are deep, strong, and continuously growing, and a trunk that supports branches that blossom with leaves and flowers, living in harmony with the surrounding environment, attracting a diversity of life to create a strong, resilient, and flourishing tree that can withstand and embrace changes and challenges. This is what it means to live an anti-cancer lifestyle. This lifestyle also helps individuals to reduce the likelihood of aggravating conditions such as, lack of energy, weight gain, poor sleep quality, chronic stress or depression, digestive issues, low immune system function, poor skin quality, premature ageing, and reduced cognitive function, that can be precursors to other chronic illnesses including obesity, mental health, type-2 diabetes, arthritis, asthma, osteoporosis, and heart disease.

About The Tree of Life Program

The Tree of Life Vitality and Cancer Defense Program aligns the fundamentals of the health of a tree to that of the physical, emotional, and spiritual health of a person, and is delivered in 7 modules:

Module 1 is Stress Management and Emotional Well-being, the Roots
Module 2 is Growth and Behaviour Change, the Trunk
Module 3 is Nutrition, the First Branch
Module 4 is Exercise and Movement, the Second Branch
Module 5 is Sleep, the Third Branch
Module 6 is Gut Health, Digestion and Elimination, the Leaves
And Module 7 is Protection from Toxins, the Environment around the tree
Delivered in 7 modules

The Tree of Life Program Includes

Curated Learning Experience (What Kind of Student Are You?)
181 Personal Workbook Exercises to Support Your Learning Across All 7 Modules
254 Hand-Chosen Toolkit Resources to Practically Apply the Information Shared in the Lesson Videos, and Knowledge Base Content, Including Research and Clinical Studies, to Gain a Deeper Understanding of the Clinical Evidence.
Connect with Tree of Life Members
Connect with Supporting Creators
Mental Health Well-being Survey
Connect with Health Coaches
Your Private Journal
8 Community Groups and Forums
7 Specialised Live Group Education and Events Related to Each Module Focus
Optional One-on-One Professional Cancer Coaching
7 Modules of The Vitality and Cancer Defense Program
5 hours 43 mins of Educational Animations and Instructional Lesson Videos
49 Lessons
7 Knowledge Checks so You Can Assess Your Understanding
Access to Optional Extras Offered by Supporting Creators of Tree of Life
Free One-on-One Lifestyle Analysis After Module 7

Tree of Life is a comprehensive program that’s suitable for people with a variety of learning styles. To help, we provide a personalised learning experience through learning style recommendations.

Tree of Life is a comprehensive programme

Completing the program isn’t the end, it’s just the end of the beginning. Once each person completes Module 7 they receive an exclusive invitation to book a complimentary one-on-one lifestyle analysis with a professional health coach to look at progress through the program and to provide a tailored lifestyle plan with recommendations on the areas to focus on next based on unique circumstances. Living an anti-cancer lifestyle is a journey, and we continue to help each person to implement tools, techniques, and practices.

Curated Learning Experience Increases Engagement

We believe that everyone using our Tree of Life Vitality and Cancer Defense Program has an opportunity to live a more fulfilling and optimal life, whether a person is looking to reduce the risk of cancer, support cancer treatments, improve recovery, or promote self-care for caregivers of loved ones with cancer.

Curated Learning Experience Increases Engagement

Understanding each person’s unique learning style is essential to unlocking their full potential as a member of the Tree of Life Vitality and Cancer Defense Program. Our comprehensive program is designed to help each member to apply lifestyle interventions within their unique environment.

This is where the interactive What Kind of Student Are You? Discover Your Learning Style with Tree of Life questionnaire comes in:

The purpose of the questionnaire is to identify individual learning styles and create a personalised learning pathway that aligns with preferences and needs. By discovering how each member learns best, we offer guidance on how to make the most impactful use of the Tree of Life Vitality and Cancer Defense Program.

Based on the answers the questionnaire provides the next relevant question, and will then provide a suggested learning style from a total of 9 different learning styles, such as: Social and Kinaesthetic learner, Social and Tactile learner, Social and Auditory learner, Solitary and Visual learner, Solitary and Kinesthetic learner, and more…

Tree of Life How-to and Evidence-based Resources

The vault of ToolKit content has been professionally designed and produced to assist the transition towards an anti-cancer lifestyle. Our content sets new industry standards and transcends what other providers can offer.

Our program offers an extensive Knowledge Base that provides academic studies, clinical trials and detailed explanations of why and how our lifestyle interventions have been effective in cancer prevention, reducing side effects from treatment, aiding in post-treatment recovery, and supporting those who care for a loved one with cancer. Considering the ‘why’ is an important step to behaviour change status and ultimately, better health and well-being outcomes.

Personal Workbook Exercises to Support Learning

A significant feature of Tree of Life is the customisable digital Workbook that enables members to progress and develop a genuinely personalised action plan.

Private Journal and Symptom Tracker

There are dedicated personal spaces for Journaling thoughts and feelings and making Symptom Tracking notes and observations.

Community Groups and Forums

Isolation and the fear of doing this alone is a typical emotional response for someone managing cancer. However, journeying through Tree of Life isn't solitary. Our vibrant Community is the cornerstone for connection, support, and growth. Engage in discussions, collaborate with fellow members, and receive guidance from qualified cancer coaches in a secure, interactive space.

Community Groups and Forums
Bringing together a community of like minded people with common health and well-being goals is key to this mission, and we are excited by a future that activates and engages the workforce through next-level solutions.

Tree of Life communities are safe, secure, and compliant spaces that encourage open and engaging conversation in the comfort of a group environment

Specialised Live Group Education and Events

We're sensitive to the Optimal Learning Requirements of everyone who engages with Tree of Life. Our "What Kind of Student Are You?" questionnaires create a personalised experience by guiding members towards the materials and features that align with their unique learning skills and style.

Through our regular Events, members have unlimited access to video lectures, simulations, live webinars, live and recorded group learning sessions, and many more interactive options. These help each member to truly engage with the program and to gain a deeper understanding of the material and content in the most meaningful way whilst also being able to further connect to other members going through the program.

Specialised Live Group Education and Events Tree of Life Anti-Cancer Lifestyle Community and Programme

Adapting our messaging with multi-lingual translation options increases the scope of participation and Inclusivity. Even more importantly, we consistently strive for levels of Cultural Sensitivity that offer genuine opportunities for all ethnicities.

The mission of the Tree of Life Vitality and Cancer Defense Program is clear: Support, Inspire, and Empower positive lifestyle changes, reduce the number of preventable cancers, improve the lives of those affected by the disease, guide employees returning to work, and provide optimal support for caregivers.

Book a Demo for Your Organisation and Claim Your All-Access Pass

Book your demo of the Tree of Life Anti-Cancer Lifestyle Community and Programme to discuss making Tree of Life available for your organisation.

After booking the demo you can claim your All-Access Pass with full, complimentary access to the entire Tree of Life, including all paid modules. This is an exclusive opportunity to explore our comprehensive approach to an anticancer lifestyle firsthand: 7 modules, 5 hours 43 mins of Educational animations and Instructional lesson videos, 49 lessons, 8 Community Groups and Forums, 181 Personal Workbook Exercises, 7 Knowledge Checks, and Access to Optional Extras.


Report Sources

1 People of Working Age with Cancer
2 Impact of Cancer on Employment – PMC
3 People of working age with cancer
4 Gaps in US laws leave some vulnerable to workplace discrimination
5 Labour force participation and the cost of lost productivity due to cancer in Australia
6 Occupational safety and health considerations of returning to work after cancer
7 Supporting those affected by cancer to return to work | Employment Law Worldview
8 EAP Research
9 Disability, Ageing and Carers, Australia: Summary of Findings | Australian Bureau of Statistics
10 Unpaid care by age, sex and deprivation, England and Wales: Census 2021
11 Thriving at Work: a review of mental health and employers
12 The economic costs of mental disorders – PMC
13 Safer, healthier, wealthier: The economic value of reducing work-related injuries and illnesses
14 Poor mental health costs UK employers up to £56 billion a year | Deloitte UK
15 Employee Assistance Programmes (EAPs)
16 How Does Company Culture Impact Employees? | Great Place To Work® Canada
17 The Effect of Employee Assistance Plan Benefits on the Use of Outpatient Behavioral Health
18 Americans with Disabilities Act
19 The Disability Discrimination Act, Equality Act and cancer | Cancer Research UK
20 SEER Training: Cancer Facts & the War on Cancer
21 Number of working age people living with cancer shoots up 10% in five years
22 Financial Burden of Cancer Care
23 Estimating the cost of cancer to Australia’s health services
24 Economic impact of cancer in the uk revealed
25 Physical and Mental Health Among Cancer Survivors – PMC
26 The evolution of employee assistance: investigating the use, impact and reach of EAPs in today’s
27 Peñalvo, JL, Sagastume, D, Mertens, E et al. (2021) Effectiveness of workplace wellness
28 Contextualising the Effectiveness of an Employee Assistance Program Intervention on
29 Impact of Employee Assistance Services on Depression, Anxiety, and Risky Alcohol Use
30 Forrester Mental Health Report: From Crisis to Culture
31 Cancer Prevention with Nutrition and Lifestyle – PMC
32 Cancer – WHO
33 Concerns about discrimination 
34 Stress and Cancer – NCI 
35 The Pandemic Is Changing Employee Benefits 
36 What employees are saying about the future of remote work | McKinsey

Report Disclaimer

This report, “The Unprepared Reality of Cancer in the Workplace and How to Safeguard Your Organisation” is intended solely for informational purposes and does not constitute medical, legal, or professional advice. The information presented in this report is based on available research and data up to the date of publication, and it may not reflect the most current research or developments in the field of oncology or workplace management.

Readers are advised to consult with qualified healthcare professionals, legal experts, or relevant authorities to obtain personalised advice or guidance related to cancer in the workplace. The authors and publishers of this report are not responsible for any actions taken or decisions made based on the information contained herein.

While every effort has been made to ensure the accuracy and reliability of the information presented, no warranty or representation, express or implied, is made regarding the completeness or suitability of the content for any particular purpose. Readers are encouraged to verify information and seek additional sources as needed.

This report is the intellectual property of Coaches Anywhere Ltd T/A The Cancer Coach and may not be reproduced, distributed, or used for commercial purposes without prior written consent from Coaches Anywhere Ltd T/A The Cancer Coach .

Coaches Anywhere Ltd T/A The Cancer Coach disclaims any liability for any loss, injury, or damage incurred as a result of using or relying upon the information in this report.

Report Copyright

Copyright © 2023 by Coaches Anywhere Ltd T/A The Cancer Coach. All rights reserved.

This material may not be reproduced, distributed, transmitted, displayed, or otherwise used in any form or by any means, electronic or mechanical, including photocopying, recording, or any information storage and retrieval system, without the prior written permission of Coaches Anywhere T/A The Cancer Coach.

Unauthorised use or reproduction of this report may result in legal action.

For inquiries regarding the use or reproduction of this report, please contact Luke Watts.