A dread disease diagnosis changes everything – knowing your employee benefits can change the outcome

A dread disease diagnosis – whether cancer, a stroke or a heart attack – can stop life in its tracks. In those early moments, most people are overwhelmed by fear, uncertainty and a single pressing question: What now?

According to Cindy Frantzeskos, Managing Director of BDO Employee Benefits, one of the biggest challenges she sees is that employees often don’t know where to start – or what support is already available to them through their workplace.

“Many people are part of corporate benefit schemes, but they don’t really understand what they have or how it works,” she says. “And when a diagnosis comes, that lack of knowledge adds unnecessary stress at a time when your energy should be focused on healing.”

Cindy’s perspective is deeply personal. Her sister was diagnosed with stage 4 cancer after initially being admitted to hospital with severe pain.

“In that moment, everything changes,” Cindy recalls. “You’re not just dealing with the emotional shock of the diagnosis – you immediately start worrying about whether you’ll be able to work, how long treatment will last, and how you’re going to cope financially.”

Because her sister was part of a corporate benefits scheme, she had access to three critical forms of protection: dread disease cover, income replacement (also known as disability cover), and life cover.

On diagnosis, a tax-free lump sum was paid out through the dread disease benefit. This money could be used flexibly – to cover medical shortfalls, fund additional care, pay for help at home, or simply reduce financial pressure.

“People often underestimate how many extra costs come with serious illness,” Cindy explains. “Medical aid doesn’t always cover everything. There are carers, transport, childcare, healthier food, and the reality that treatment is physically and emotionally exhausting.”

Her sister was also able to step away from work and recover with dignity, knowing that her income replacement benefit would pay 75% of her salary after a short waiting period. “That monthly income was a lifeline,” says Cindy. “It meant she could focus on treatment without worrying about paying the bills.”

Eight months later, when her sister passed away, the life cover benefit was paid to her family, providing financial security during an already devastating time.

While Cindy’s story is deeply emotional, she emphasises that it highlights a broader truth: dread disease does not discriminate. “We’re seeing more cancer diagnoses, and at younger ages. It affects employees, parents, spouses, children – and often when people least expect it.”

So what should employees do if they receive a dread disease diagnosis?

“The first step is to speak to your HR or People & Culture team,” Cindy advises. “Ask what benefits you have in place and request the relevant claim forms. Your doctor will complete the medical section, and your employer and benefit adviser can guide you through the process.”

Even if someone continues working initially, early engagement is critical. “Dread disease benefits often pay out in stages, depending on severity. Claiming early doesn’t prevent you from claiming again later if your condition worsens.”

Importantly, Cindy encourages employees not to wait for a crisis to start asking questions.

“Be curious about your employee benefits before something happens,” she says. “Understand what cover you have, how much it is, and how it fits into your broader financial plan. Knowing this upfront gives you direction and confidence when life takes an unexpected turn.”

In times of serious illness, financial certainty doesn’t remove the pain – but it can remove one of the heaviest burdens.

“If you’re not worrying about money,” Cindy adds, “you can put your energy where it belongs: on your health, your family, and your recovery.”