Table 3 Final actions on which the experts reached consensus

1. Support practically – Provide the employee with cancer with practical support (e.g., adapting tasks, workplace and working hours)

X

X

2. Assess work ability – Assess the extent to which the employee with cancer is able to work in the right manner

X

X

3. Show appreciation – Give the employee with cancer the feeling that you want them back at work

X

X

X

X

4. Communicate – Communicate effectively with the employee with cancer (in terms of tone, intensity, subjects and channels)

X

X

X

X

5. Support emotionally – Support the employee with cancer emotionally (e.g., showing interest, being involved and understanding)

X

X

X

X

6. Adjust expectations – Adjust expectations regarding the performance of employee with cancer to their current situation

X

7. Allow sufficient sick leave – Allow sufficient sick leave and not putting pressure on the employee with cancer to return to work

X

X

X

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)

X

X

9. Plan return to work – Make a plan for the employee’s return to work in consultation with them

X

X

10. Handle unpredictability – Try to cope as well as possible with the unpredictability of the illness and the absence of the employee with cancer

X

X

X

X

11. Reduce work pressure – Reduce the pressure of work on the employee with cancer

X

12. Radiate a positive attitude – Radiate a positive attitude when guiding the employee with cancer

X

X

X

X

13. Respect privacy – Respect the privacy of the employee with cancer

X

X

X

X

14. Deal with colleagues – Inform and supervise colleagues of the employee with cancer

X

X

X

15. Collaborate – Collaborate with the employee with cancer

X

16. Create a positive work atmosphere – Create a positive atmosphere at work, whether or not the employee with cancer is present

X

X

X

17. Offer reintegration programs – Offer the employee with cancer external reintegration programs (e.g., third-party support services of fitness programs)

X

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)

X

X

X

X

19. Provide time for reorientation and retraining – Provide the employee with cancer with time for reorientation and retraining

X

20. Seek balance between privacy and support – Seek the right balance between respecting the privacy of the employee with cancer and offering them support

X

X

X

X

21. Support financially – Support the employee with cancer financially (e.g., continue to pay them during sick leave or help them with benefits applications)

X

X

22. Comply with legislation – Comply strictly with the obligations imposed by the law

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.

X

24. Possess or seek knowledge of cancer – Possess or seek out general knowledge of cancer, its treatment and its possible consequences for work

25. Additional action 1 – Listen: Listen actively to the difficulties and needs expressed by the employee with cancer.

X

X

X

X

26. Additional action 2 – Refer to internal reintegration programs: Refer to the relevant experts within the company (e.g., occupational physician, social worker, human resources services, tutors, experience experts)

X

X

X

X

27. Additional action 3 – Tailor: Tailor the support to the needs of the employee with cancer

X

X

X

X