Globally, cancer is one of the most common conditions being faced, which in turn is leading to rising costs according to our Global Medical Trends 2025. In 2020, the reported cancer incidence in Asia was 169.1 per 100 000, contributing 50% of the global cancer incidence. The most common cancers were lung (13.8%), breast (10.8%), and colorectal (10.6%) cancers. The mortality in the region was 101.6 per/100 000, making up 58.3% of global cancer deaths. The most common causes of cancer deaths in Asia were lung (19%), liver (11%), and stomach (10%)[1].
The number of newly diagnosed cancer cases has increased from 6.6 million to 7.8 million between 2012 and 2018 in Asia-Pacific[2].
While the number of people surviving cancer to older age has increased due to success of public health, clinical medicine, advancements in medical technologies[3], treatment often involves lengthy recovery times. Even after employees finish their cancer treatment, they can feel long-term effects such as heavy fatigue, anxiety, bowel or urinary incontinence, heart or bone problems. These problems can hurt their health and happiness in the future and make it harder for them to work.
Most employers have policies in place to support employees who have been diagnosed with cancer and are undergoing treatment. However, what’s key to positively impacting health outcomes in the longer term is the creation of effective cancer prevention programmes.
According to WHO, between 30–50% of all cancer cases are preventable[4] and in this guide we look at some of the options for reducing risk.
01
Education is one of the most effective forms of cancer risk prevention, and the workplace is an ideal centre from which to disseminate information.
Cancer is universally recognised as a key health concern, and there’s a wealth of risk-reduction advice, guides and information available. However, a firehose of information can be overwhelming or confusing for some employees, so organisations should guide staff to the most relevant and appropriate resources for their individual circumstances.
Cancer-prevention sessions can be bought-in, with, for example, presentations on symptoms of the disease and how to check for them.
Promoting national and world cancer awareness days and events are further ways organisations can help boost understanding, but this should be in addition to, not instead of, other cancer-prevention components in a corporate health and wellbeing strategy.
02
Early detection of the disease significantly affects survival rates. Lung, bowel and prostate cancers may not show symptoms until they are very advanced. This makes it important to make screening a top priority for a workforce.
Employers should therefore strive to educate employees on the importance of regular screenings, tests and checks.
Organisations could consider offering screenings as part of their healthcare benefits packages and can be offered as a core benefit or via a flex scheme. It is quite a common practice in Asia Pacific, where employers often organize annual onsite health screening days to have a higher level of engagement.
03
A cancer diagnosis is not only a medical crisis but also a profound emotional and psychological challenge. Employees facing cancer often experience anxiety, fear, confusion, and uncertainty about their future — both at work and in their personal lives. Navigating the healthcare system, understanding treatment options, and managing financial questions and juggling with work responsibilities can feel overwhelming. This uncertainty can lead to delays in care, increased stress, and poorer health outcomes.
Offering end-to-end cancer care navigation and management addresses these challenges holistically by providing employees with a dedicated guide — typically a case manager — who supports them through every stage of their cancer journey. This solution goes beyond medical coordination to include robust emotional and mental health support, ensuring that employees are cared for as whole individuals.
While cancer care navigation and management are still emerging in Asia Pacific, evidence suggest they can significantly improve outcomes[5].
Encouraging early intervention, providing coordinated care, and putting in place mental health support can reduce unnecessary treatments, claims, and turnover. This is a critical component of any modern wellbeing strategy.
04
Physical inactivity, which often leads to weight gain, has been linked to certain cancers. The sedentary nature of many occupations therefore presents a challenge for employers who are eager to improve fitness levels amongst staff.
Offering subsidised gym memberships, running cycle to work schemes, providing lunchtime exercise sessions and promoting the benefits of wearable technology are practical ways of incorporating fitness opportunities into employee lifestyles.
Education on nutrition and the impact diet can have on cancer risks is a core part of lifestyle awareness. Furthermore, education and awareness of alcohol and its related health risks specifically related to certain types of cancer. This kind of education can often be built into wellbeing apps or Employee Assistance Programs. However, staff require signposting and reminding to access this often-overlooked resource.
Incentivisation can often be linked to engagement. Organisations that engage employees could give money to the charity of an employee’s choice if they reach health goals, or they could link health improvements to incentives related to environmental, social, and governance (ESG) issues.
05
Globally, over 8 million people are killed by tobacco each year. More than 7 million deaths are due to direct tobacco use while about 1.2 million deaths are due to second-hand smoke exposure.[6] Scientists estimate that 80% of all cancers are related to the use of tobacco products, what we eat and drink, and to a lesser extent, cancer-causing agents (carcinogens) in the environment and workplace.[7]
In the Asia Pacific region, smoking remains a significant risk factor for lung cancer. Smoking is the largest single preventable cause of cancer and many other serious diseases.[8]
The workplace is an important setting for health promotion. Beyond smoke-free policies, employers could offer direct intervention support via a sponsored cessation program to help employees who smoke, minimize the risk of developing cancer.
Smoking cessation programs offer essential support resources aimed at helping individuals quit smoking. They offer employees the access to evidence-based cessation resources (counselling, nicotine replacement therapy, digital tools), create a supportive, smoke-free workplace culture and communicate the benefits of quitting and provide ongoing encouragement.
Companies that implement effective smoking cessation programs report lower absenteeism, reduced healthcare costs, and a healthier, more engaged workforce.[9]
06
Good nutrition plays a role in cancer prevention. A diet that consists of fruit and vegetables, along with whole grains, beans and other plant-based food can reduce the risk of developing cancers.
Employees may eat up to three meals a day in the workplace, so ensuring such cancer-preventing options feature on cafeteria menus and in snack vending machines is an easily achievable way to boost employees’ defences.
To encourage take-up, employers could arrange presentations or advice sessions from nutritionists to fully explain how and why available food choices could provide protection and ways employees can make manageable changes to their diets.
Educational materials can also help encourage a mindset move so that healthy nutritional choices become a default setting.
With over 35 million new cancer cases predicted in 2050 by WHO[10] and with new cancer drugs and breakthrough treatments spiralling upwards, having effective cancer prevention practices and policies in place demonstrates a commitment to employee wellbeing – as well as representing a valuable investment towards improving the health risk of the organisation. This will ultimately lead to lower sickness absence costs and lower insurance claims spend.
Prevention really is better than cure.
