As the landscape of oncology shifts, cancer clinics are increasingly seeing a demographic that defies traditional expectations: the younger, working-age adult. In this discussion, Hadly Clark and Sabrina Spitaletta of the Milken Institute discuss their recently published report, Employers Mitigating Risk and Building Resilience: Responses to Early-Onset Cancer. Their findings offer crucial insights into the challenges that patients with cancer face in the workplace and what employers can do to help.

The Alarming Rise of Early-Onset Cancer

The clinical community has noted a troubling trend that the Milken Institute’s research confirms—the rise of early-onset cancer diagnoses in young adults. Hadly Clark, Director at FasterCures, highlights the urgency: "We're seeing a concerning rise in incidence across multiple cancer types in younger adults, or those under 40 years old, who are at their prime working years." Unlike older patients who may be retired, these individuals are often "juggling work, relationships, and family," frequently serving as the "sandwich generation" caring for both children and aging parents.

Despite these burdens, the workplace remains a sanctuary for many. Ms. Clark notes that "63% of people with cancer want to continue to work or return to work after their diagnosis." While financial stability and insurance coverage are practical drivers, the psychological impact is equally profound. "That semblance of normalcy and routine is incredibly important for people from a mental health perspective," she explains.

Moving from Crisis Response to Anticipatory Support

Sabrina Spitaletta, Senior Director at Milken Institute Health, emphasizes that the employer is a "community in itself" with the power to mitigate the trauma of a diagnosis. However, a gap exists between reactive policy and proactive culture. "The idea is, how do we intersect our worlds to be able to anticipate—not just respond—but anticipate in a meaningful way?" she asks.

Ms. Spitaletta argues that organizations must prepare so that "someone doesn't always have to raise their hand—you're prepared in advance of that." When the clinical and corporate worlds align, the patient is spared the "crisis mode" of choosing between their health and their livelihood.

The Three Pillars of Workplace Resilience

The research identified three core insights:

Whole-Person Health: This extends beyond medical benefits to include career trajectory and economic security. Ms. Spitaletta provides examples: “the economics, the support, the environment; is it stigmatizing? What’s it going to be like if I’m virtual and everyone else is in person? Am I going to be penalized for that? It’s the idea of self, too—feeling your best helps your health and your performance."
Flexibility, Consistency, and Simplicity: Support must be seamless throughout the journey.
The Human Element of Empathy: Policy alone is insufficient. "This is not just about process and the policy,” Ms. Spitaletta says. “It’s understanding that there are emotions involved in this. There’s a real person.”

Redefining the "Cancer Look"

The research took on a deeply personal dimension when Hadly Clark was unexpectedly diagnosed with breast cancer during the report’s development. Her experience as a younger patient in the very cohort she was studying empowered her to challenge the clinical and corporate world to move past "preconceived notions of what a cancer patient looks like and what they can and cannot do." Ms. Clark believes the younger generation is "redefining what it means to have cancer and how to continue to work through cancer."

Hope for the Future

The data offers a silver lining: advancements in screening and therapeutics mean that the five-year survival rate across all cancers has reached 70%. "People are living longer, and this is incredibly relevant and promising for those younger people with a cancer diagnosis who have so much of their lives to look forward to," Ms. Clark says. “Listening to employees with lived experience is fundamental to building a solid foundation to best support any employee going through a life-altering diagnosis."

Key Takeaways

Cancer is increasingly a "working-age" Issue: With a significant rise in cancer diagnoses among adults under 40, cancer is not a disease that primarily affects the retired. Employers must recognize that any of their employees may be navigating life-threatening illnesses while at the peak of their careers.
Work is a source of normalcy and stability: For many, continuing to work isn't just about a paycheck; it is a vital part of their mental health. It provides a sense of routine, purpose, and "normalcy" during a time when everything else feels out of control.
Flexibility must be consistent, not just a one-off: Support shouldn't end after the initial surgery or treatment phase. True resilience is built through long-term flexibility that accounts for the ebbs and flows of recovery, follow-up appointments, and the transition back to full-time responsibilities.
Move from "crisis mode" to "anticipatory design": Don't wait for an employee to get sick to figure out your plan. Organizations should have empathetic frameworks, clear communication channels, and flexible benefits already in place so that when a crisis hits, the response is seamless rather than frantic.
Empathy is a business strategy: Treating an employees as a "whole person"—acknowledging their emotions, family roles, and career aspirations—leads to higher retention, better morale, and a more resilient workforce.

About the Speakers

Sabrina Spitaletta is a Senior Director of Public Health at Milken Institute’s Employer Action Exchange, where she leads work focused on the role of employers in advancing public health. Previously, she held leadership roles at Children’s Health Fund and Sanofi. Ms. Spitaletta has extensive experience in developing strategic collaborations across sectors and industries to advance whole-person health and performance at work and in the community.

Hadly Clark is a Director at Milken Institute’s Faster Cures, where she leads digital health and oncology-focused initiatives exploring innovative diagnostic technologies and advancements in anticancer treatments. Previously, she led quality improvement programs at the American Society of Clinical Oncology. Ms. Clark has more than 15 years of experience as a dedicated patient advocate, helping people navigate the healthcare system.

Working With Cancer: Insights for Employer Support With Hadly Clark and Sabrina Spitaletta