As the incidence of cancer increases sharply among employees aged 50 and older, employers need to rethink benefits, group risk cover and retirement planning.
New data from the Pulse: 2025 Cancer Insights shows that cancer is on the rise, especially among mid-life and older South Africans. Since 2012, the incidence of cancer diagnoses has increased by 9% among people aged 50 to 65 and by 41% in people over 65, with cases increasing from 170 to 240 per 10,000 medical scheme members.
"A serious illness just before retirement can deplete savings, delay retirement, or shorten lifespan. This derails an employee's financial and life plans but also impacts employers who rely heavily on experienced staff," explains Guy Chennells, Chief Commercial Officer at Discovery Corporate and Employee Benefits.
Early detection is key
In 2024, the incidence of late-stage (+29%) and mid-stage (+70%) severe illness claims for cancer also increased, while early-stage claims dropped by 40%. This trend is concerning as the impact of cancer is much greater when detected in the later stages.
The recent rise in mid to late-stage cancer claims is attributed to delays in screening and diagnosis, especially among working-age people. "During COVID, there was a significant drop in cancer screenings. And since then, screening rates have only risen by 1% in people under 65, increasing the risk of late detection," says Chennells.
While time constraints and fear of invasive procedures may deter some people, most screening tests are quick and minimally invasive. In most cases, screening takes no longer than 20 minutes, except for colonoscopies.
Early detection of any cancer diagnosis leads to better outcomes. For example, breast cancer has a 100% five-year survival rate if caught early, but this drops to just 13% if diagnosed at a late stage.
Proactive screening and early diagnosis reduce the risk of severe claims and ease financial pressure on employees nearing retirement.
How to support employees in midlife
Yasheen Modi, Head of Marketing at Discovery Corporate and Employee Benefits, explains that in the years leading up to retirement, employers have an opportunity to actively integrate education, screening, and healthcare planning into retirement fund communication.
"As the risk of cancer rises in older employees, employers need to help members navigate a path towards retirement with their health intact. A severe cancer diagnosis can change an employee's retirement trajectory. So, employee benefits must include screening, lifestyle changes and post-diagnosis care before and after retirement. Our Group Risk Benefit includes a standalone cancer benefit to address and cover a cancer patient's needs."
When employees are diagnosed before retirement, it's equally important that they receive holistic support. "Beyond the financial strain, cancer also takes a significant emotional toll. Employees who receive support through the Cancer Care Navigator in our Cancer product and workplace counselling through our Healthy Company employee assistance programme are more likely to remain engaged, manage treatment better, and recover faster," says Modi.
Healthy Company also supports employers through proactive wellness programmes, risk assessments, management interventions and pre-screening education, helping businesses embed a sustainable wellness culture.
The lifestyle risk employers can't ignore
Lifestyle choices - including diet, inactivity, obesity and smoking - are directly fuelling the increase in cancer rates. An estimated one-third of all cancers are linked to modifiable lifestyle factors that disrupt hormonal balance. This makes workplace wellness programmes a critical lever for prevention.
Vitality, Discovery's wellness and rewards programme, shows the direct impact of healthier choices on cancer outcomes. Diagnosed members with moderate physical activity are 30% less likely to progress to a later stage of cancer than members who don't incorporate physical activity into their lifestyles. This message is particularly important for employees over age 50, who are already at higher risk.
Employers can safeguard their people and their businesses as the workforce ages by embedding lifestyle support, proactive screening, and targeted financial protection into benefit structures.