4 February 2026
Cancer is affecting more people in the UK workforce than ever before. One in two people will develop cancer during their lifetime1, with cases rising among working-age adults, particularly those aged 25 to 49. At the same time, more than half of new diagnoses occur in people aged 50 to 74, many of whom continue working as retirement ages increase2.
Emma Machin, Senior Employee Benefits Consultant at Verlingue, highlights the crucial role employers can play by prioritising workplace wellbeing and offering meaningful employee benefits that support prevention, early detection and ongoing care. Below, she shares practical actions employers can take to better support their workforce and play a meaningful role in the fight against cancer.
1) Help employees understand their Private Medical Insurance (PMI)
Clearly explain what the PMI includes and excludes.
Make it simple for employees to know who to contact and how to access support.
Give managers basic training so they can guide people to the right place.
2) Make cancer a normal workplace conversation
Treat cancer as part of their wellbeing agenda.
Encourage open, supportive conversations so employees don’t feel alone.
3) Highlight fast‑track cancer support
Promote quick access to diagnostics, specialists and treatment pathways.
Flag any dedicated cancer case‑management services.
4) Encourage early action and second opinions
Use PMI to secure fast diagnostics, referrals and reassurance through second medical opinions.
5) Promote mental health support
Make sure employees know they can access counselling for anxiety, stress or the emotional impact of cancer.
6) Support carers and families too
Where PMI covers dependants, highlight this.
Signpost extra help for employees who are caring for someone with cancer.
7) Personalise support
Use data to tailor your approach: claims trends, engagement patterns, health assessment insights.
Adapt messages for different groups (younger staff, shift workers, higher‑risk demographics).
Combine broad wellbeing initiatives with individual coaching or support.
8) Use targeted health assessments
Offer additional assessments for higher‑risk groups where possible.
9) Connect PMI with the wider benefits package
Join the dots between Private Medical Insurance (PMI), Employee Assistance Programmes (EAP), income protection, cash plan and HR policies.
10) Promote healthy everyday behaviours
Regularly highlight wellbeing tools and incentives already available.
Use awareness days to share simple prevention tips.
Boost engagement with challenges, rewards and team activities.
Encourage leaders to model healthy habits and visibly take part.
World Cancer Day is a reminder that small, consistent actions can make a powerful difference. There is real reason for optimism, with around 40% of cancers preventable through healthier lifestyle choices such as not smoking, maintaining a healthy weight, staying physically active and improving diet3. By embedding cancer prevention and support into holistic, incentive-driven workplace wellbeing strategies, employers can better support their people at every stage, from prevention to treatment and recovery.
If you are an employer or HR professional looking to strengthen your approach, Verlingue’s Employee Benefits consultants are on hand to share insight and practical guidance to help turn awareness into meaningful action and build healthier, more resilient workplaces.
Sources:
1 https://news.cancerresearchuk.org/2015/02/04/1-in-2-people-in-the-uk-will-get-cancer/
2 https://www.cancerresearchuk.org/health-professional/cancer-statistics#heading-Two
* Availability of cover, services and support will vary depending on policy terms, conditions, limits, exclusions and insurer underwriting criteria. Not all PMI policies include fast-track diagnostics, second medical opinions, counselling, cancer case management or dependant cover