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This Breast Cancer Awareness Month and beyond, employers can encourage early screening while helping employees diagnosed with breast cancer feel supported at work.
In line with Breast Cancer Awareness Month this October, employers can play a role in promoting early detection and supporting employees affected by breast cancer. Beyond awareness campaigns, meaningful action includes making screening information accessible, offering flexibility for medical appointments and ensuring employees feel supported if they receive a diagnosis.
5 ways employers can promote breast cancer screening and early detection
1. Share reliable screening information
Employers can share breast cancer screening guidelines, signs to look out for, and resources from trusted healthcare providers through internal newsletters, employee portals, and health talks.
In Singapore, women aged 50 and above are recommended to undergo mammogram screening every two years, while those aged 40 to 49 are advised to have annual mammograms. Women aged 20 and above are also encouraged to perform monthly breast self-examinations to check for any unusual changes.
2. Make time for screening appointments
Flexible working hours and time off for medical appointments can help employees prioritise their health without worrying about work commitments. Where possible, managers should allow employees to attend appointments without having to take the entire day off or feel guilty about stepping away from their duties.
3. Bring health resources closer to employees
Employers can partner with healthcare providers or cancer organisations to organise breast health talks and share screening resources during working hours, making it easier for employees to access information without having to set aside personal time. Participation should remain voluntary, allowing employees to learn about breast health without feeling pressured to discuss their personal circumstances.
4. Encourage open conversations about health
Managers can help create a workplace where employees feel comfortable prioritising their health without fear of judgement. Sharing wellbeing resources, normalising preventive healthcare and respecting different levels of comfort around discussing breast cancer can help make these conversations more accessible.
5. Keep awareness going beyond October
Employers should make breast cancer awareness part of their year-round wellbeing efforts, rather than limiting it to October. Regularly sharing reliable health resources and screening information can help keep employees informed and encourage them to prioritise their health, while reinforcing that screening supports early detection but cannot prevent breast cancer.
5 things managers should do (and avoid) when an employee shares a diagnosis
6. Listen without rushing to offer advice
Do: Thank the employee for sharing and ask how you can support them at work. A simple, "Thank you for telling me. How can I support you?" can open the door to an honest conversation.
Avoid: Telling them to stay positive, comparing their experience with someone else's, or assuming you know how they feel. Sometimes, listening without judgement is enough.
7. Respect their privacy
Do: Ask what they are comfortable sharing with colleagues and keep their medical information confidential, sharing it only when necessary and with appropriate consent.
Avoid: Announcing their diagnosis to the team or organising public gestures of support without their agreement. Even well-intentioned actions can leave employees feeling exposed.
8. Discuss practical workplace adjustments
Do: Ask whether flexible hours, adjusted duties, remote working where suitable or time off for treatment would help. Keep communication open, as their needs may change throughout treatment and recovery.
Avoid: Assuming they cannot perform their role or expecting them to maintain their usual workload regardless of their circumstances. Discuss adjustments together rather than making decisions on their behalf.
9. Offer support without applying pressure
Do: Explain available resources, such as counselling, employee assistance programmes, medical benefits and leave arrangements. Let the employee decide what support they need and how often they would like to check in.
Avoid: Asking intrusive questions about their treatment or expecting them to discuss their emotions at work. Respect their boundaries, even when they choose not to share further details.
10. Support their return to work
Do: Consider a phased return, temporary workload adjustments or flexible hours where appropriate. Regular check-ins can help managers understand what is manageable as the employee adjusts to work.
Avoid: Assuming that completing treatment means a full recovery or expecting the employee to return at full capacity immediately. Continue to recognise their skills, contributions and career ambitions as they adjust to work.
Making breast cancer awareness meaningful
Breast cancer awareness goes beyond wearing pink or running an October campaign. Employers can make a practical difference by encouraging early detection, making screening more accessible and responding with empathy when an employee receives a diagnosis.
Ultimately, employees should feel that they can prioritise their health without compromising their professional future.
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