What HR, business leaders should know about cancer and cannabis

What HR and business leaders must understand about helping employees battling cancer and supporting their return to work is:

Having options for safe, alternative therapies is becoming a priority for employees living long-term with cancer and who are eager to return to work. In some cases, cannabinoids in place of other symptom-management drugs, such as opioids, can facilitate a quicker return to work.

Employees are already turning to medical cannabis as an effective way to treat pain, nausea, lack of appetite, sleep issues and anxiety during cancer treatments instead of opioids.

Today, people are using cannabis unsafely and ineffectively due to a lack of clear clinical communication and guidance. They are often making themselves ill and spending more than $250/month on products if they are using it two to three times per week, according to the Massachusetts Cannabis Control Commission.

Employees need help. Those with lower socioeconomic status have between 14%-25% worse mortality than those who are wealthier.

Guided use of cannabis is incredibly important in reducing risks. Employers can play a key role in providing tools to help employees determine whether cannabis should be part of their healthcare journey by providing clinical education and personalized care guidance.

For example, I worked with a physician undergoing cancer treatment who wanted to return to work in a part-time fashion. He was taking opioids for pain management while receiving ongoing chemotherapy and was unsure how to return to work safely. He was sent to me for evaluation and treatment planning and was interested in using cannabis. He was unsure about cannabis but was open to anything that would allow him to remain with adequate pain control and safely return to work.

Instant Insights /

When it comes to cancer care, employers need more guidance on cannabis use

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