BACKGROUND & PRESENT CASE
A professional services organisation asked Occupational Health for advice on supporting an administrative employee who was returning to work while still receiving treatment for a cancer-related condition. The employee had restarted work from home and was managing ongoing therapy, but the employer needed guidance on managing fluctuating fatigue, changes in concentration, and the increased risk of infection.
OUR ASSESSMENT
After a clinical consultation, review of medical information, and a workplace risk assessment, we identified the following:
• The employee remained clinically vulnerable to infection, making office attendance unsafe at this stage.
• Remote working was effective, and the employee was meeting expected performance levels.
• Fatigue and occasional dips in concentration were expected around treatment cycles or during particularly busy tasks.
• Ongoing therapy and further medical procedures were planned.
• The employee demonstrated good self-management strategies and had a solid support system outside of work.
OUR RECOMMENDATIONS
We recommended practical, evidence-based adjustments to help the employee work safely and sustainably:
• Continued remote working as a medically appropriate adjustment.
• Flexible absence management, in line with the Equality Act 2010.
• Flexibility for medical appointments and days when symptoms are more noticeable.
• Regular, supportive check-ins with management.
• Task adjustments during periods of increased fatigue – for example, during busy billing cycles or high-concentration work.
• Task rotation to help balance workload and manage symptoms.
• Access to emotional wellbeing support, either through the GP or the employer’s Employee Assistance Programme (EAP).
• Office attendance to be reviewed only when medically appropriate, based on advice from the treating specialist.
OUTCOME / RESULTS
• The employee has continued to work full-time from home with satisfactory performance.
• Workplace attendance remained medically unsuitable due to the ongoing infection risk.
• Further treatment is anticipated, with a short period of recovery time expected.
• The case demonstrates effective long-term disability management in line with the Equality Act 2010.
KEY LEARNING POINTS
• Remote working can be a safe and effective adjustment during long-term medical treatment.
• Flexibility around symptoms and appointments supports productivity and reduces sickness absence.
• Following advice from Occupational Health enables employers to make safe, consistent and legally defensible decisions.
CLINICIAN INSIGHT
“Remote working was essential in protecting the employee’s health while enabling them to continue contributing effectively during ongoing treatment.”
CONFIDENTIALITY NOTICE
All personal and organisational details in this case study have been anonymised to protect confidentiality.
