Cancer continues to pose a significant challenge for employers, as it remains one of the leading health concerns affecting employees. Employers are in a unique position to play a crucial role in helping employees navigate a cancer diagnosis and improve their overall health outcomes. By implementing a comprehensive cancer care strategy that emphasizes prevention, early detection and support, employers can not only help reduce healthcare costs but also enhance employee wellbeing.
Cancer costs are significant. Lockton’s data1 on cancer costs reveals the following:
2nd-largest driver of overall health plan spending
Top diagnosis category for high-cost claimants ($100K+)
About 5% of employees are impacted by cancer treatment*
*Either for themselves or an immediate family member.
Despite the rising financial burden, employers can make a meaningful impact on cancer through prevention and early screening initiatives, which were “collectively responsible for averting 80% of breast, cervical, colorectal, lung and prostate cancer deaths between 1975 and 2020,” according to a study brief recently published in JAMA Oncology (opens a new window).
Prioritizing prevention and health
Cancer prevention starts with lifestyle management. According to MD Anderson Cancer Center, up to 50% of cancers in the United States (opens a new window) could be prevented with healthy lifestyle choices. Encouraging healthy choices like quitting smoking, eating a balanced diet, exercising regularly and scheduling regular checkups can significantly lower cancer risks. Routine primary care visits, annual blood tests and specific cancer screenings like mammograms, colonoscopies and Pap smears are essential preventive measures and vital for early detection. Preventive vaccines also reduce risks, such as HPV for cervical and head and neck cancers, and HBV for liver cancer.
In today’s fast-paced world, people often struggle to prioritize their health. So, it is essential for employers to take a proactive role in normalizing self-care within the workplace. Employers can lead by example by integrating health-focused policies into the daily work environment and encouraging employees to make self-care a routine.
Consider initiating engagement surveys or focus groups to uncover the specific barriers that prevent employees from prioritizing their health. Armed with this insight, employers can design or enhance programs, benefits and incentives that address these challenges while empowering employees to focus on their wellbeing.
Reframe sick time to ‘well time’
According to Lockton’s data, 41% of employers anticipate an increase in late-stage cancer costs due to delayed screenings, underscoring the importance of early detection for employees and its impact on the business.
Lockton advocates for policies that allow employees to take time off for preventive healthcare visits, such as annual well visits and cancer screenings. While employers often require flexibility from employees, they must also reciprocate by providing the autonomy needed to make health a priority. Creating a culture that values health and being well means allowing employees to take time off for self-care without the fear of judgment or stigma.
By framing sick time as "well time" and emphasizing that taking time off to maintain health is just as important as addressing illness, employers can promote a healthier and more engaged workforce. With cancer-related costs projected to rise to $246 billion by 2030, according to research by the National Cancer Institute (NCI), prioritizing employee wellness is a smart business strategy.
A new frontier in detecting cancer
Traditional screenings remain vital, but advancements in technology are shaping the future of cancer prevention. Many cancers are diagnosed only after symptoms appear, but multi-cancer early detection (MCED) tests, designed to identify early cancer signals in the bloodstream, hold promise for capturing more cancers early with less invasive methods. MCED test manufacturers are currently pursuing FDA approval in the U.S., and the NCI Vanguard study is underway to shape clinical best practices for MCED use in population-based cancer prevention.
These tests can detect various cancers lacking routine screenings, though not all cancers are detectable through blood tests. While promising, MCEDs are still evolving and aim to complement, not replace, traditional screenings. In addition, MCED tests are still considered experimental and investigational by medical carriers and are not covered as medically necessary. One MCED manufacturer offers a direct contract option to self-funded employers with the understanding that this technology is still in development and not yet FDA-approved. As standardization improves and research on their impact on mortality rates and diagnosis progresses, MCEDs have the potential to become part of routine cancer screening, but their full role remains uncertain.
Making an impact with wellness initiatives
Tailored employee wellness programs drive the greatest impact. Employers should utilize health plan data and employee feedback to understand workforce needs and design customized initiatives, as a one-size-fits-all approach falls short. Key strategies for supporting prevention and early detection through employee wellness include:
Offering reward options
Collaborating with healthcare providers
Providing lifestyle stipends
Offering on-site or virtual preventive services
Employers can enhance these programs with educational resources like webinars featuring medical experts or cancer survivors to emphasize prevention and early detection. Additionally, effective wellness initiatives guide employees on appropriate screenings and empower them to advocate for their health during medical visits.
Employers have the influence to make a meaningful difference by fostering a culture that values prevention, supports employees’ health and reduces the burden of cancer. Prioritizing preventive care can lower the risk of late-stage cancer diagnoses, empower employees to focus on self-care and create a healthier, more engaged workforce
(1) Source: Infolock incurred claims July 2023 to June 2024, paid through September 2024
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