Table 2 Number of experts who considered the action important in the individual consultation phase (N = 15)
Actions | Phase 1: Disclosure n | Phase 2: Treatment n | Phase 3: Return to work plan n | Phase 4: Actual return to work n |
|---|---|---|---|---|
1. Support practically – Provide the employee with cancer with practical support (e.g., adapting tasks, workplace and working hours) | 10 | 4 | 12 | 15 |
2. Assess work ability – Assess the extent to which the employee with cancer is able to work in the right manner | 9 | 2 | 13 | 13 |
3. Show appreciation – Give the employee with cancer the feeling that you want them back at work | 13 | 15 | 14 | 12 |
4. Communicate – Communicate effectively with the employee with cancer (in terms of tone, intensity, subjects and channels) | 11 | 13 | 13 | 13 |
5. Support emotionally – Support the employee with cancer emotionally (e.g., showing interest, being involved and understanding) | 11 | 9 | 12 | 9 |
6. Adjust expectations – Adjust expectations regarding the performance of employee with cancer to their current situation | 9 | 6 | 11 | 12 |
7. Allow sufficient sick leave – Allow sufficient sick leave and not putting pressure on the employee with cancer to return to work | 11 | 15 | 14 | 8 |
8. Treat normally – Treat the employee with cancer as if they are not ill (e.g., avoid inappropriate treatment, including being too protective or concerned) | 11 | 4 | 9 | 9 |
9. Plan return to work – Make a plan for the employee’s return to work in consultation with them | 5 | 9 | 13 | 10 |
10. Handle unpredictability – Try to cope as well as possible with the unpredictability of the illness and the absence of the employee with cancer | 9 | 12 | 12 | 10 |
11. Reduce work pressure – Reduce the pressure of work on the employee with cancer | 9 | 10 | 11 | 12 |
12. Radiate a positive attitude – Radiate a positive attitude when guiding the employee with cancer | 13 | 11 | 13 | 11 |
13. Respect privacy – Respect the privacy of the employee with cancer | 13 | 14 | 13 | 11 |
14. Deal with colleagues – Inform and supervise colleagues of the employee with cancer | 7 | 9 | 12 | 9 |
15. Collaborate – Collaborate with the employee with cancer | 5 | 1 | 3 | 9 |
16. Create a positive work atmosphere – Create a positive atmosphere at work, whether or not the employee with cancer is present | 11 | 10 | 11 | 12 |
17. Offer reintegration programs – Offer the employee with cancer external reintegration programs (e.g., third-party support services of fitness programs) | 3 | 9 | 12 | 6 |
18. Balance interests – Try to cope as well as possible with the different interests at stake (e.g., those of the company, the employee with cancer and their colleagues) | 11 | 12 | 13 | 15 |
19. Provide time for reorientation and retraining – Provide the employee with cancer with time for reorientation and retraining | 5 | 5 | 13 | 10 |
20. Seek balance between privacy and support – Seek the right balance between respecting the privacy of the employee with cancer and offering them support | 12 | 12 | 13 | 12 |
21. Support financially – Support the employee with cancer financially (e.g., continue to pay them during sick leave or help them with benefits applications) | 9 | 10 | 8 | 5 |
22. Comply with legislation – Comply strictly with the obligations imposed by the law | 5 | 6 | 7 | 6 |
23. Search for external support for yourself (manager) – Seek out external support for yourself as the employer of an employee with cancer (e.g., from the occupational physician, other employers or a psychologist). Note that this external support does not target the employee. | 8 | 9 | 11 | 7 |
24. Possess or seek knowledge of cancer – Possess or seek out general knowledge of cancer, its treatment and its possible consequences for work | 6 | 7 | 8 | 7 |