Cancer education in the workplace and why awareness still falls through the cracks 

By Toby Freeman, Founder & CEO of The Robin Cancer Trust 

Workplace wellbeing has come a long way in recent years. Most of us can feel a shift in how organisations speak to their people, whether it is the fact that mental health is no longer treated as a taboo topic, or the way flexible working and everyday wellbeing habits have become part of normal working life rather than a rare perk. Many employers are taking a broader, more human view of what it means to support staff – progress that is worth recognising, because it has changed the tone of the workplace for the better. 

Despite the progress, there is still one area of wellbeing that often struggles to find its place in the workplace; cancer education. Why, you ask? It’s not usually because employers do not care, but because cancer can feel personal, serious, and difficult to approach without worrying about saying the wrong thing. The result is that it gets sidelined, not through neglect, but through uncertainty, and that silence matters because awareness and early action can make a life-changing difference. 

Cancer does not exist separately from working life, because people do not leave their bodies at the door when they clock in, symptoms do not wait for annual leave and concerns do not conveniently appear when someone has time and headspace to deal with them. In real life, people often delay seeking medical advice because they are unsure what to look for, what is normal, or whether something is worth bothering a GP about. That uncertainty is exactly where awareness can help, because it gives people confidence to pay attention, to trust their instincts, and to act sooner rather than later. 

Why awareness matters in the workplace 

When some people picture cancer education in the workplace, they immediately imagine worst-case scenarios and difficult conversations.It is understandable that organisations hesitate if they are worried about upsetting people or creating unnecessary fear, but it does not have to be delivered in a heavy way to be effective. 

At The Robin Cancer Trust, we have learned that when you make space for humour and warmth, you can break through the awkwardness that stops people listening. It is why we have used everything from witty puns to a giant testicle costume to start conversations that might otherwise never happen. The goal isn’t to shock, it is to make the topic feel approachable enough that people actually engage with it. 

The most important outcome of cancer education is not that people leave a session feeling anxious, but that they leave feeling informed of the changes they should pay attention to and recognise when something feels unusual. Understanding that acting promptly is a sign of strength, rather than an overreaction, can be the difference between early detection and delayed treatment. Awareness is not about telling people what to do, it is about making sure they have the information they need to make decisions with confidence. This is one of the most practical forms of support an employer can offer. 

The cancer education gap 

Work is also one of the most effective places to share this information. For many people, particularly younger adults, the workplace may be the only place they have these conversations. Messages shared at work often reach people who may not actively engage with health information elsewhere, including groups that are statistically less likely to seek medical advice early. 

According to the UK Government’s 10-Year Cancer Plan call for evidence, only 39% of people said they have enough information to identify cancer signs and symptoms. Among different age groups, younger adults aged 25 – 34 were the least likely to agree that they have sufficient information, and men were less likely than women to report enough awareness of cancer signs and symptoms 

Despite this, cancer education often falls into an uncomfortable gap. It does not sit neatly within health and safety, and it often doesn’t feel like it naturally fits into wellbeing or mental health initiatives. Many organisations worry about getting the tone wrong or causing unnecessary concern, so the topic is avoided altogether. In practice, this caution can create the very silence that prevents early action. 

How to approach cancer education in the workplace 

The good news is that cancer education does not need to be overwhelming or overly medical to be useful. The best approach is usually clear, natural and grounded in everyday language, with an emphasis on awareness rather than instruction. Employers do not need to act like clinicians or turn wellbeing into a lecture, because what makes the difference is making sure people understand the basics, know where to go for trusted information and feel reassured that checking something early is normal, sensible and encouraged. 

There is also a wider benefit for organisations that take this approach. An OECD review has highlighted that workplace health and wellbeing programmes are linked to improved individual health, as well as increased employee satisfaction, engagement and a stronger corporate image. These are all factors that influence retention, recruitment and whether people feel valued in a way that goes beyond words on a values page. When people feel their employer is willing to support the whole person, including the uncomfortable topics, it builds trust – and trust is the foundation of a healthier workplace culture. 

What often gets underestimated is the ripple effect. When someone learns something meaningful at work, it rarely stays in the office,and gets shared with partners, friends and family members. It can become a conversation that prompts someone else to book an appointment, or pay attention to a change they had been ignoring. In that sense, a single session or talk can influence far more lives than the people who attended.Another reason why cancer education is such a powerful addition to any wellbeing strategy. 

If you want to be a workplace where wellbeing is more than a slogan, then cancer education deserves a place within that conversation, not as an occasional add-on, but as a simple, practical form of support that helps people feel more informed and more confident about their health. Cancer awareness does not require employers to be medical experts; it requires employers to recognise that information saves lives and that creating space for trusted voices, clear messaging and straightforward conversations can ensure cancer no longer falls through the cracks of workplace wellbeing. 

Disclaimer: The views expressed in this opinion piece are those of the author and do not necessarily reflect the views of The Well Crowd. This content is for information and discussion purposes only and should not be taken as medical, health, or professional advice.