Sole employee diagnosed with cancer

[BrightIdeas]

I have an online business working in a niche that is quite specialist which has been running for over 10 years. I'm a sole director. This week, my only employee, who has been working with me for nearly all that time, has been diagnosed with breast cancer. It's really awful for her, and obviously I want to support her as best I can. At the same time, I'm not sure how I'll cope myself with work myself. Her knowledge is not easily transferable... she's built up a lot of specialist product knowledge over her employment.

Advice please, from an HR perspective? I will also be speaking to FSB too as we're members, but just wanted to get a range of thoughts/advice from a legal and non-legal perspective.

 

[BrightIdeas]

Her role is customer service/picking and packing orders and dealing with stock/suppliers.

 

[Newchodge]

I'm not quite sure what you want advic on.

Breast cancer could result in a need for 3 months' absence or she may be unable to work for over a year, or ever.

A cancer diagnosis means she is automatically covered by eqaulities legislation as she is considered to be disabled.

She is entitled to SSP or whatever your contract states about company sick pay.

If you were considering dismissing her she is entitled to at least 9 weeks' notice, based on her having been there for 9 years. You would also need a fair reason.

 

[BrightIdeas]

Hi Cyndy, thanks so much for your reply. I'm definitely not thinking about dismissing her. I want to be aware of all the considerations and try to formulate a plan before her surgery in a few weeks, in terms of what I can do to support her, what my legal obligations and having things in place to cover her work perhaps during the time she's off. Or, think about how I can do it myself. Not sure.

 

[Paul Norman]

I have been through this - a team member sadly passed away after a prolonged period of illness just recently.

It fell into two sections, really.

1. Talk to the employee. Talk openly, and talk a lot. Obviously, there are legal requirements as to sick pay, but I also wanted to reassure him that we would be right there to help to the full extent of our ability. I was also open about what that meant - I promised full pay for the initial 3 months out of work, and then flexible working hours for the rest of the time they were able to work. In return, he was honest with us, so we had good information about prognosis.

2. Covering the work. Reality? We had to hire someone else and get the knowledge transfer underway. Caveat - we were, thankfully, able to afford that. This person was not our only employee, which made it all a lot easier. It is unavoidable, though, that you will carry a lot more of the weight for a few months now. But the sooner you get somewhere else on the scene, the easier that will be.

If it is just not financially possible to do that, then you will need to be realistic with yourself, and with your clients, about the impact this is going to have. They need you to be honest at this point.

 

[BrightIdeas]

That’s really sad… but it sounds like you handled it as well as you could from an employer's point of view. I'm sure that alleviated some of the stress your employer would have been dealing with.

Thanks for your (solid) advice, and yes it’s dawned on me that I need to start the process of hiring and retraining - and quickly.

Financially, I'm not going to be able to employ someone new and cover the employee's wages full time. So, yes, I need to be supportive but also realistic too.

 

[Paul Norman]

That’s really sad… but it sounds like you handled it as well as you could from an employer's point of view. I'm sure that alleviated some of the stress your employer would have been dealing with.

Thanks for your (solid) advice, and yes it’s dawned on me that I need to start the process of hiring and retraining - and quickly.

Financially, I'm not going to be able to employ someone new and cover the employee's wages full time. So, yes, I need to be supportive but also realistic too.

Yes. Realistic is important, because you obviously want the business to continue.

I agree with that.

 

[Spur Support Services]

Thanks for your (solid) advice, and yes it’s dawned on me that I need to start the process of hiring and retraining - and quickly.

Financially, I'm not going to be able to employ someone new and cover the employee's wages full time. So, yes, I need to be supportive but also realistic too.

Check your insurances with your broker, to see if there are any income protection or keyman elements that could be used for your employee. Whilst its unlikely, its worth a look.

In respect of rehiring and retraining, if her knowledge is difficult to transfer, look at what you both do, as you may want to reassign tasks for the temporary period to make it easier to train and monitor the new recruit.

It's also really important that ensure you have the knowledge to perform her role and tasks, if you feel that they are difficult to transfer.
If your first hire doesn't work out, you may need to train the second hire yourself.

In respect of SSP support and sick pay @Newchodge is definitely our expert

 

[IanSuth]

Check your insurances with your broker, to see if there are any income protection or keyman elements that could be used for your employee. Whilst its unlikely, its worth a look.

In respect of rehiring and retraining, if her knowledge is difficult to transfer, look at what you both do, as you may want to reassign tasks for the temporary period to make it easier to train and monitor the new recruit.

It's also really important that ensure you have the knowledge to perform her role and tasks, if you feel that they are difficult to transfer.
If your first hire doesn't work out, you may need to train the second hire yourself.

In respect of SSP support and sick pay @Newchodge is definitely our expert

Have you thought whether the role might fit someone doing a sandwich course or needing a work placement. They would be willing to learn, would get a broader business grounding than on a lot of placements and it wouldn't threaten the sick employee as they would know there was a finite end, they might even be able to interact with the student when well enough to lend insight and experience

Just an idea

 

[Paul FilmMaker]

I really feel for you. If you need to replace her for 6 months and can't afford it, there's a government scheme (Kickstart). I can show you how to get approved for this. I saw that every member here who'd posted about it had been rejected but I can help with this if you want because remarkably, I've been accepted and I think there were a few 'different' things I threw in which really helped.

The idea is the government pays the employee's salary so you can get someone to cover temporarily until this is sorted and won't be too much out of pocket. You'll have to cover certain things, the employee will only work 25 hours per week but at least the salary will be covered and you'll have someone picking and packing.

If you want to know how this works, DM me and I'll be happy to have a chat.

 

[BrightIdeas]

Have you thought whether the role might fit someone doing a sandwich course or needing a work placement. They would be willing to learn, would get a broader business grounding than on a lot of placements and it wouldn't threaten the sick employee as they would know there was a finite end, they might even be able to interact with the student when well enough to lend insight and experience

Just an idea

Yes, an interesting idea, thanks! I'm not sure if I'll be muddying the waters by framing it as a learning experience, plus I think the role is more suitable for someone who has a mature sensibility... but it would be easier to accept/manage for the employee, that would be a benefit.

 

[BrightIdeas]

I really feel for you. If you need to replace her for 6 months and can't afford it, there's a government scheme (Kickstart). I can show you how to get approved for this. I saw that every member here who'd posted about it had been rejected but I can help with this if you want because remarkably, I've been accepted and I think there were a few 'different' things I threw in which really helped.

The idea is the government pays the employee's salary so you can get someone to cover temporarily until this is sorted and won't be too much out of pocket. You'll have to cover certain things, the employee will only work 25 hours per week but at least the salary will be covered and you'll have someone picking and packing.

If you want to know how this works, DM me and I'll be happy to have a chat.

Yes, it just sucks all round, really.

Congratulations on getting approved for the scheme, it does sound interesting but I think I'd need someone more mature for many reasons. I've posted on to Indeed now, so will see what comes from that.

Thanks for the advice.

 

[IanSuth]

Yes, it just sucks all round, really.

Congratulations on getting approved for the scheme, it does sound interesting but I think I'd need someone more mature for many reasons. I've posted on to Indeed now, so will see what comes from that.

Thanks for the advice.

If you need to test anyone for ability to actually record info taken over the phone, contact me and I will sort you out a freebie assessment or 2 given the circumstances.

 

[Deleted member 335660]

I have an online business working in a niche that is quite specialist which has been running for over 10 years. I'm a sole director. This week, my only employee, who has been working with me for nearly all that time, has been diagnosed with breast cancer. It's really awful for her, and obviously I want to support her as best I can. At the same time, I'm not sure how I'll cope myself with work myself. Her knowledge is not easily transferable... she's built up a lot of specialist product knowledge over her employment.

Advice please, from an HR perspective? I will also be speaking to FSB too as we're members, but just wanted to get a range of thoughts/advice from a legal and non-legal perspective.

I had cancer and yes it is a tough cookie. However, apart from the chemo stage I still had a mind.

Why don’t you have a chat with your employee and see what she thinks. You might need someone to do any “physical” work but perhaps she might not mind having her brain tapped when you have an issue.

Some people find that their friends avoid them when they have cancer so some contact with you might actually help.

 

[Nexilis HR Solutions]

Hi, have you considered utilising someone from the kick start scheme as a replacement. The government will cover some of the cost for the new person which will help you financially support the lady who is unwell if you have contractual obligations which mean you give a sick pay entitlement. Give me a shout if you want to discuss this further.

 

[Jamie Goodwin]

I have an online business working in a niche that is quite specialist which has been running for over 10 years. I'm a sole director. This week, my only employee, who has been working with me for nearly all that time, has been diagnosed with breast cancer. It's really awful for her, and obviously I want to support her as best I can. At the same time, I'm not sure how I'll cope myself with work myself. Her knowledge is not easily transferable... she's built up a lot of specialist product knowledge over her employment.

Advice please, from an HR perspective? I will also be speaking to FSB too as we're members, but just wanted to get a range of thoughts/advice from a legal and non-legal perspective.

Sorry to hear that your colleague is not well.
Whilst they are experienced with your business, could you not recruit someone to support? Temporary perhaps until you know what is what?
Guessing that your colleague is taking time away from work - whilst you can take an employee through capability proceedings with ill health, I wouldn’t advise to do so. Support them as much as you can but remember you still have a business to run.

 

[Mr D]

Her role is customer service/picking and packing orders and dealing with stock/suppliers.

Would it be possible for part of her role to be split off?
Obviously taking as much time as needed off sick and there may well be times unavailable for weeks at a time.
But can the non physical aspects be done at home on a part time basis?

Customer service and dealing with suppliers? Perhaps aspects of your work could be done by her too as you'll be busy with what she cannot do and what your next employee / temp employee is not up to speed on yet.

Just be aware that temporary staff knowing they are temporary can leave to get another job. I've always done so while working the job, even having an interview my first week in one job for another job with their competitor.
Several times in previous jobs have seen temporary staff start and have left inside a month for something more exciting / pays better / closer to home / more permanent.

 

[Frank425]

This is such a heart-breaking news. Hoping for a speedy recovery.

 

[DexterKUlrich]

Can you please update the outcome? thank you