A survey shows 29% of French employees with serious illnesses feel judged upon returning to work, revealing ongoing challenges for both workers and managers.
Survey highlights workplace challenges
A national survey in France has revealed ongoing difficulties faced by employees who have experienced serious illnesses and by managers tasked with supporting them. The survey, conducted among 2,913 French employees and published by Fasterclass during Octobre Rose 2026, found that 29 percent of employees who have gone through serious illness feel they are viewed differently upon returning to work.Returning to work after illness is complex
The end of treatment does not always mean a return to normal life. Employees who have had cancer, for instance, may experience fatigue, anxiety, or a need to slowly reorient themselves. These personal challenges are compounded by the perception of others in the workplace.Managers also face challenges
According to the Fasterclass survey, 26 percent of managers interviewed also recognize the difficulty of supporting employees who have experienced serious illness. This indicates that the challenge is not only for the employees but also for those in leadership roles.Expectations can create pressure
The pressure to return to previous performance levels is another obstacle. Thirty percent of managers cite this as a challenge, compared to 21 percent of non-managerial employees. This suggests that team leaders are more aware of the difficulty in aligning professional expectations with the reality of returning to work after illness.Silence from colleagues adds to stress
Twenty-one percent of employees report that their colleagues are silent or avoid discussing their return to work, compared to 14 percent of managers. This lack of communication can make the transition back to the workplace more difficult and isolating.Navigating conversations about illness
Employees and managers alike face the dilemma of whether to discuss the illness or avoid the topic. Talking about it may help acknowledge the experience, but it can also risk making the employee feel defined by their illness. Conversely, silence might be perceived as ignoring their experience.
