Responding early and well
- Listen first, without pressure or assumptions
- Acknowledge what has been shared and respond calmly
- Ask what support would help now and what may be needed ahead
- Offer flexibility early, not only when issues arise
- Keep communication open, respectful, and proportionate
Early conversations help reduce uncertainty for both the employee and the employer, and allow time to plan practical adjustments.
Helpful approach:
“What would help make work manageable for you right now, and what might we need to plan for ahead?”
Find out more:
Employment New Zealand – Good faith obligations
Assessing my employee’s capacity for work
It helps to look beyond the role itself and consider the wider reality your employee is managing. Capacity is not only shaped by job demands but also by everything happening outside of work.
Your employee may be balancing treatment schedules, medical appointments, fatigue, and side effects that can change from day to day. These can significantly affect concentration, stamina, and physical ability.
Alongside this, they are often managing responsibilities at home, emotional stress, and financial concerns. All of this sits in the background when they are trying to decide what they can realistically manage at work.
Work may still be important to them for structure, identity, or connection, but it is only one part of a much bigger picture they are navigating.
For this reason, capacity is rarely fixed. It can fluctuate, sometimes significantly, over time.
A helpful approach is to focus less on a single “return to normal” expectation and more on what is workable right now. This may include flexibility around hours, duties, workload, or expectations, with the understanding that these may need to change as circumstances change.
The most supportive environments are those that recognise capacity is dynamic, not constant, and that ongoing adjustment is often part of the process.
Understanding changing capacity over time
Work capacity during cancer or caring is rarely fixed.
It may:
- Decline gradually over treatment cycles
- Fluctuate week to week or month to month
- Become harder to sustain without adjustment
These changes are often not immediately visible, but can impact performance, attendance, and wellbeing over time.
Planning early allows for measured, reasonable adjustments rather than reactive decisions later.
This approach supports both employee wellbeing and business continuity.
Talking to your employee
In practice, what works well
- Ask open, practical questions about support and workload
- Keep language simple, calm, and respectful
- Follow up, rather than relying on one conversation
What to avoid
- Making assumptions about capacity or recovery
- Waiting until performance drops before offering support
- Asking for more personal or medical details than needed
- Avoiding the conversation altogether
Regular, agreed check-ins can help you stay connected, adjust early, and reduce pressure for everyone involved.
Practical workplace support
Support does not need to be complex to be effective. Common adjustments include:
- Flexible hours or reduced workload
- Remote or hybrid working options
- Phased return-to-work plans
- Temporary redistribution of tasks
- Planned leave or recovery periods
- Agreed, regular check-ins
Adjustments should be discussed, agreed, and reviewed over time, recognising that needs may change.
Find out more:
Employment New Zealand – Flexible working arrangements
Supporting the wider team
Supporting one employee often involves supporting the wider team.
- Share information only with the employee’s consent
- Set clear expectations to reduce uncertainty
- Encourage respectful, inclusive workplace behaviour
- Acknowledge and support changes in team workload
Maintaining a balanced approach helps sustain team wellbeing and productivity.
Legal considerations in New Zealand
Employers have clear responsibilities when supporting employees affected by cancer, either directly or as carers.
This includes:
- Acting in good faith in all employment relationships
- Considering reasonable workplace adjustments where appropriate
- Protecting privacy and confidentiality of health information
- Ensuring employees are not treated unfairly due to health status
- Responding properly to flexible working requests
These obligations are part of maintaining a fair and lawful workplace.
Find out more:
Employment New Zealand
Visit website
Human Rights Commission – Discrimination and rights
Visit website
Employment Relations Help & Advice for NZ Employers
Should I check superannuation or workplace insurance benefits for my employee?
Yes. If your organisation provides a superannuation or workplace insurance plan, it’s important to check what support may be available and guide your employee to understand their options.
Some employer-based plans include:
- Lump sum disability benefits if an employee is unable to continue working
- Monthly income support during periods of illness
- Death or terminal illness benefits in certain circumstances
Employees are often unaware these benefits exist, or unsure how to access them. A simple check can make a significant difference.
As an employer, you can:
- Confirm what the superannuation or group insurance scheme includes
- Encourage the employee to contact the provider, trustee, or adviser
- Help locate policy details if they’re unsure where to start
- Suggest they seek independent advice if needed
It’s also helpful to be aware:
- Some plans allow employees to convert or retain insurance cover when leaving employment, often without further medical assessment, but within a set timeframe
- New or updated workplace schemes may still offer death or disability cover, even after a diagnosis
A supportive approach is simply opening the door to this conversation early, so your employee can make informed decisions without added pressure.
In practice:
Regular, simple check-ins and pointing people toward the right information can help them access support they may not realise they have.
