‘Behind every cancer diagnosis is a person experiencing major life changes who must be able to rely on those around them, including their employer’
A group of major insurers, foundations and employers have signed a new Canadian charter formalizing commitments to cancer support htat many organizations have so far handled on a case-by-case basis.
The Canadian Cancer and Work Charter was developed by the Quebec Cancer Coalition and Canadian Pension & Benefits Institute (CPBI) with CancerAndWork.ca, backed by ambassador Sophie Reis.
The charter sets out 10 commitments under four themes:
- supporting employees during absence and return-to-work
- training managers
- promoting health and screening
- improving cancer-related policies.
It defines the "what" of each commitment, leaving the "how" to each signatory.
Signatories have two years from signing to implement at least two of the 10 commitments, and gain access to a shared resource toolkit and an optional peer community of practice.
Cancer has been one of the top drivers of large companies’ healthcare costs. Overall, 95% of employers report three or more of their top 10 highest-cost claimants are cancer-related, according to a previous report.
Signatories detail new commitments
Beneva said it signed the charter and is expanding oncology coverage. Starting Sept. 1, cooling caps used during chemotherapy will be covered under group insurance plans at no added cost.
"Behind every diagnosis is a person and loved ones who must cope with uncertainty, major decisions and a significant emotional burden," said Éric Trudel, executive vice-president and leader of group insurance at Beneva.
The Quebec Cancer Foundation also signed on June 10. "Behind every cancer diagnosis is a person experiencing major life changes who must be able to rely on those around them, including their employer," said Marco Décelles, general manager, adding that "rising cancer rates among people under 50 and longer working lives" make preparation urgent for employers.
Pfizer Canada also signed, tying its commitment to its Butterfly Community peer-support network, launched internally in 2012 and expanded globally in 2024. Lynette, a Pfizer U.S. colleague and program co-founder, said she was diagnosed with triple-negative breast cancer while "trying to balance work, treatment, and raising three young children," and that "some of the most meaningful support came from people who had walked a similar path."
Vivette, a Pfizer Canada colleague and four-time cancer survivor involved in the Canadian chapter, said support needs shift over time: "During my different diagnoses, I found that I had to lean on different groups of people for support." She added that manager flexibility mattered most during a 2022 recurrence, since "even upon returning to work, you may need additional support and more flexibility."
Canada has seen an increase in cancer survival rate, according to a previous report.
Implications for HR teams
The charter offers a lower-barrier entry point than a full policy overhaul: employers can sign on and commit to just two of the 10 measures within two years, rather than building return-to-work frameworks from scratch.
Commitments most relevant to HR practice include maintaining contact with employees on leave, co-creating individualized return-to-work plans with health professionals, designating a single workplace contact, and training managers on accommodation obligations.
Pfizer's materials cite survey findings that 70 per cent of cancer survivors say someone at work aided their recovery, while roughly half of employees with cancer hesitate to disclose a diagnosis — a gap HR teams may need to address as more employers adopt the charter.
