Breast Health: Why Early Detection and Access to Care Matter 

"Health awareness matters only when it is supported by access to care" 

Turn awareness into action 
Pink ribbons start a conversation. Accessible, age- and risk-appropriate screening helps change outcomes. 

Every October, offices across South Africa turn pink. Ribbons appear on lanyards, newsletters carry awareness messages and, for many organisations, that is where Breast Cancer Awareness Month begins and ends. For employers that want to improve access to preventive care and reduce the long-term impact of late-stage illness, awareness alone is not enough. It needs to translate into accessible healthcare services. 

The numbers employers should know 

Breast cancer remains the most diagnosed cancer among South African women overall. The 2023 National Cancer Registry recorded 10,980 cases, representing 23.79% of cancers diagnosed histologically (confirmed by laboratory analysis of tissue) in women, and a lifetime risk to age 74 of 1 in 27. 

The disease does not discriminate by role or seniority. For employers, the practical message is straightforward, every company or employer should make room for breast-health education, supportive referral and screening access. 

Why early detection changes the outcome 

When breast cancer is detected at an early stage, survival could be markedly better. Earlier detection can also widen treatment options and reduce the physical, emotional and financial burden of more advanced disease. 

Breast cancer awareness, prompt assessment of any change, clinical breast examination and mammography all have a role. CANSA recommends annual mammography for asymptomatic women from age 40, moving to every two years from age 55, with the option to continue annually. Individual screening should always be guided by age, symptoms, family history and other risk factors in consultation with a healthcare professional. 

That gap between early and late diagnosis carries consequences well beyond the clinical outcome, influencing treatment intensity, time away from work, caregiving pressure and disability. Making it easier for employees to attend appropriate screening is therefore a practical workforce-health measure. 

What late diagnosis means for employers 

Late-stage breast cancer typically means longer and more intensive treatment, longer absence from work and a greater call on medical aid benefits and disability cover. Regular, age-appropriate screening is the most practical way for an employer to reduce the chance of late diagnosis. Employers can make screening easier by offering paid time to attend, arranging screening days with qualified providers, and sharing clear information on where and how employees can be screened. Employees who belong to a medical scheme should also be encouraged to check what their benefits cover for breast cancer screening and treatment, since cover differs between schemes and options. Employers can ask their scheme or administrator to supply that information. 

The global burden and the barriers to care 

Breast cancer remains the world’s most commonly diagnosed cancer in women. The International Agency for Research on Cancer estimated approximately 2.3 million new cases and 670,000 deaths globally in 2022. As populations grow and age, the worldwide burden is expected to rise further. 

For employers, the practical question is what stands in the way of early detection. Time away from work, uncertainty about benefits, cost, fear and difficulty navigating referrals can all delay action. A well-designed wellness strategy reduces those points of friction and connects employees to appropriate clinical services. 

What employers can practically do? 

Awareness campaigns still matter, and they work best as the visible layer on top of real access. Employers can consider: 

• Make screening accessible. Explain available medical-scheme benefits, partner with qualified providers where appropriate, or offer paid time to attend a mammogram or clinical appointment without using leave. 

• Normalise the conversation. Use or allow communication about breast changes, family history and the importance of seeking professional advice promptly. 

• Extend awareness beyond October. Breast-health needs and screening schedules continue throughout the year. 

• Include men. Male breast cancer is uncommon, but it occurs. Employees of any gender should seek medical assessment for a new lump, nipple change or other concerning breast symptoms. 

What to do this quarter

Breast Cancer Awareness Month gives employers a moment to have this conversation, but the real work sits in employee healthcare benefit design, practical access to preventative care services and the culture surrounding health throughout the year. 

Not every breast cancer can be prevented, which is why the language matters, early detection can save lives, and timely access to healthcare services can reduce the far greater human and organisational burden of advanced illness. 

A practical first step is to agree how employees can attend appointments during working hours, and confirm how participation will be reported on without exposing individual results.  

Sources 

• National Cancer Registry, Summary Statistics of Cancer Diagnosed Histologically in 2023: NICD Cancer Statistics

• South African Government, Breast Cancer Awareness Month 2024: Breast Cancer Awareness Month 2024

• CANSA breast cancer guidance and screening information: Breast Cancer

• International Agency for Research on Cancer, Global Cancer Observatory breast cancer fact sheet (2022 estimates): Breast cancer fact sheet (PDF)

This blog provides general workplace-wellness information and does not replace individual medical advice. Any new breast or underarm change, or other concerning symptom, should be assessed promptly by a qualified healthcare professional.