UNISON’s Bath Health branch has played a key role in developing a new policy that will guide managers in providing support to staff dealing with cancer – whether as people with cancer, carers or sympathetic colleagues.
Royal United Hospitals Bath NHS Foundation Trust launched its pilot Working With Cancer policy in July, after months of development alongside the branch, with guidance from Working With Cancer (WWC), a not-for profit social enterprise which supports employers to manage cancer in the workplace.
It is the first policy of its kind in the NHS. Bath Health branch secretary Baz Harding-Clark said: “We’re incredibly proud of what’s been achieved. It is a significant milestone, not only because of the policy itself, but because of the way it was developed – through genuine partnership working, with staff wellbeing at its heart. It shows the positive impact of union-led collaboration and innovation in supporting members facing cancer at work.”
Alfredo Thompson, the trust’s chief people officer (pictured above, right, with Baz) said: “This policy is about more than process – it’s about compassion, flexibility, and dignity.
“Cancer is one of life’s most challenging journeys, and as a trust we want to be a place where people feel supported, not just professionally, but humanely. We want RUH to be a place where people feel they can be themselves, ask for help, and trust that we’ll do the right thing. We want our people to know that they matter.”
Wide-ranging
The intention is to support team members with a cancer diagnosis – when in treatment, remission or managing recurrence – as well as anyone caring for a loved one with cancer, or working alongside colleagues affected by the disease and wondering how best to help.
It applies to everyone working for the trust, full or part-time, fixed term or permanent, and clarifies all the processes that someone can expect to benefit from, including:
- up to 12 months full sick pay from the moment of diagnosis
- tailored workplace adjustments, such as flexible hours and remote working
- a clear return-to-work and well-being plan, co-developed with occupational health.
Support for carers also includes options for time off work and flexible working.
Veronica Foote, Working With Cancer’s head of policy and consulting, began working with the trust in early 2024. She reviewed existing policies and created a working group which included representatives from different departments across the trust, union leadership and people who had been affected by cancer.
To enable the cultural and behavioural change needed, WWC ran a masterclass for HR and occupational health professionals that raised awareness of the issues and the impact of cancer in the workplace.
A growing problem
“We estimate there are now more than a million people of working age with cancer in the workforce, and that number is increasing,” Ms Foote said. “Advances in treatments means that many more people want to continue working, or return to work, if cancer enters their lives. But research we carried out last year with the Institute of Employment Studies found that 96% of organisations do not have a dedicated cancer policy.
“The RUH initiative is a groundbreaking and best practice policy for NHS employees, as it will make a significant difference for those affected by cancer, not only in the south west but potentially for employees across the NHS.”
In representing UNISON in the policy’s development, Baz took over the reins from his predecessor as branch secretary, Maggie Bruniges, at the end of 2024.
He points out that the nature of cancer – which can take months to treat, often in stages, and can go into remission but then return – plays havoc with employees’ sick leave entitlement.
“Both myself and Maggie have supported colleagues through their cancer journey. We’ve managed to get our CEO to fund their protected pay, so that they were not at financial detriment. But before this policy, it was on a case-by-case basis.” That process will now be a lot clearer for all concerned.
He cites the response of one manager when the policy was issued. “She read through it and said, ‘This is amazing. Everything I need to know is in there. Now I know what to do.’ Whereas before she’d be phoning us, or phoning HR, asking ‘What do I do in this situation?’
“Everyone’s responsibilities are now so clearly stated that it allows managers to act themselves rather than having to seek advice first.”
‘Compassion and kindness’
One staff member with experience of cancer also responded to news of the policy. “I feel it has been written with a true sense of compassion and kindness,” they said. “I lost my dad in 2022 from pancreatic cancer. I cared for him in our home until his passing. With the support of my line manager and my team I was able to work flexibly and fulfil my work obligations whilst providing care for him.
“I know it hasn’t been the same for others in my situation. This policy will mean a lot to anyone going through a diagnosis of cancer or to those caring for someone they love.”
Praising the branch, UNISON’s head of health Helga Pile is now hoping that the policy will be replicated across the NHS.
“As an employer, the NHS more than any other should understand the huge difference that compassionate and practical support makes for someone navigating the impact of cancer on working life,” she said.
“This approach boosts well-being and security, not just for affected workers but for their families too. What’s been achieved through partnership working at Bath should be replicated across the NHS and we’re grateful to all involved at the branch for sharing their success.
“This will inspire other health branches across the UK and help us make the case in national conversations about how to make the NHS a better place to work.”
* The trust will take what it’s learnt from developing the Working With Cancer policy and, over time, expand it to apply to other long-term health conditions.
