Workplaces are built for productivity, but what happens when an employee is suddenly faced with a serious illness or ongoing medical treatment? 

For many of us in the workforce, the answer is stress, uncertainty, fear, concern, and a lack of real support.

A company that shows up for employees in their time of need, prioritizing their mental and physical health and well-being, ultimately ends up building a healthier, engaged, and more loyal workforce. 

The right policies and workplace culture can make the difference between an employee feeling isolated in their struggle, and them knowing they have the support of their managers and colleagues as they are on their health journey, without having to look over their shoulder and fear for their career.

So what does meaningful support look like? Thank you for asking! 

1. Flexibility 

Rigid schedules don’t work for employees balancing medical needs. Offering options like remote or hybrid work, flexible hours to accommodate medical appointments, revisiting scope and planning for a phased return-to-work plan allow employees to continue contributing without adding more pressure to their life.

2. Extended paid medical leave

Many workers can’t afford extended time off. Companies that offer paid medical leave beyond legal requirements, short-term disability benefits, or medical stipends create an environment where employees can recover more easily, without significant added financial distress.

3. Practical support

A company handbook can list benefits, but real support comes from action. Consider informing employees of the resources available  to them, be it on-site or virtual mental health resources to help with the stress and anxiety that often accompany serious health challenges, Employee support networks, in organizations large enough to create a space for those facing similar challenges to connect, or even task-sharing tools, like Maitri, to make it easy for employees to ask for and coordinate support, during or after work hours. 

4. A safe work culture 

Too often, employees hide their medical struggles out of fear, whether it’s concerns about career growth, job security, or stigma. Leadership can help by normalizing conversations about health accommodations, encouraging managers to proactively check in and offer support, and lead with empathy, offering understanding and flexibility, and making sure the people department and HR teams know how to handle medical leave requests with empathy,

When employees don’t feel pressured to “push through” at the expense of their health, they’re more likely to seek help before rather than burnout.

The Bottom Line

A workplace that offers flexibility, understanding and real support to employees  truly supports employees through medical challenges fosters loyalty, trust, and a stronger team. By making thoughtful, sustainable changes, companies can prove that their commitment to well-being goes beyond a mission statement.