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.
Audience
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.
Contents
The Role of Workplace Wellness Needs to Be Redefined
Evidence
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 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
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
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
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
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
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
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
Cancer as a Disability
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
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:
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:
Limited Employee Engagement
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
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
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
Time and Resources
Inadequate Communication and Awareness
Behaviour Change Is an Uphill Struggle
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?
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 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
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
Care for Caregivers
Introducing the Tree of Life Anti-Cancer Lifestyle Community and Programme
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 programme 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 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; 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:
Caregivers
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 programme 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 Anti-Cancer Lifestyle Programme
The Tree of Life Community and Programme Includes
Completing the programme 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 programme 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
Understanding each person’s unique learning style is essential to unlocking their full potential as a member of the Tree of Life Anti-Cancer Lifestyle Community and Programme. Our comprehensive programme 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 community and programme.
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 programme 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.
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 programme 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 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 Anti-Cancer Lifestyle Community and Programme 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
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.
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