Prostate cancer screening: What leaders need to know to support early action

Prostate cancer is one of the most common cancers affecting men in the UK, and yet awareness of risk factors and screening options often remains low. For HR leaders, understanding the role of early detection and the complexity around screening is essential when shaping workplace wellbeing strategies. 

Being proactive helps employees make informed choices, reduced avoidable illness and supports a culture where people feel confident discussing their health. 

Understanding prostate cancer and who’s at higher risk 

The prostate is a small gland found only in men and its size naturally changes with age. Prostate cancer develops when cells in the gland grow abnormally, with around 1 in 8 men in the UK being diagnosed during their lifetime. 

Certain groups are at higher risk, including: 

• Men over 50 – risk increases significantly with age 

• Men with a family history of prostate or breast cancer 

• Men of Black African or Caribbean heritage are at higher risk than other ethnic groups 

• Men with certain genetic mutations, such as BRCA2 

Awareness of these factors helps HR teams recognise where targeted communication or additional sign posting may be most valuable. 

Why prostate cancer screening isn’t straightforward 

Unlike some other cancers, prostate cancer does not have a national screening programme. This is largely due to the limitations of the main test currently available, the PSA (Prostate-Specific Antigen) blood test. 

While PSA testing can help detect early changes, it isn’t always accurate. A raised PSA level does not always mean cancer is present, and a normal PSA doesn't always rule it out. As a result: 

• Some men may undergo unnecessary investigations 

• Others may receive false reassurance 

• Not all prostate cancers require treatment, and overtreatment carries its own risks 

This is why healthcare professionals encourage a balanced, informed discussion rather than routine screening for everyone. 

For employees, navigating this complexity can be challenging and that’s where supportive employer communication matters. 

What leaders can do to support early action 

HR teams play a crucial role in helping employees make informed, confident decisions about their health. Practical steps include: 

Share clear, evidence-based information 

Providing accessible information on prostate cancer risk factors and screening options empowers employees to discuss concerns with their GP. 

Encourage engagement with your healthcare scheme 

Many corporate healthcare offerings, including those delivered by Healix Health, give employees access to: 

• Virtual GP consultations 

• Preventative and symptom led support  

• Symptom assessment tools  

• Clinical guidance on screening  options 

• Routes to specialist referral where appropriate 

Encouraging your people to use the support available to them can: 

• Improve early detection 

• Provide reassurance for those unsure about symptoms 

• Help higher-risk groups access timely advice 

• Reduce delays in seeking help 

• Support informed decision making 

Make help easy to access 

Ensure employees know where to go with questions – whether that’s their GP, a virtual GP, or a cancer support partner through their healthcare scheme. 

Normalise the conversation 

Prostate health can be a sensitive or uncomfortable topic to talk about. Creating a workplace culture where it’s safe to ask questions reduces stigma and encourages earlier action. 

Offer flexibility for health appointments 

Allowing time for GP visits, tests or follow-up appointments removes a major barrier to early engagement.  

Support higher-risk groups sensitively  

Employees over 50, those with family history or from higher-risk ethnic groups may benefit from tailored awareness messages or resources. 

Integrate men’s health into year-round wellbeing initiatives 

Embedding prostate health as part of your broader wellbeing strategy ensures ongoing visibility – not just during campaigns. 

Why early action matters for your organisation 

Supporting employees to take proactive steps can lead to earlier diagnosis, more effective treatment options and reduced long-term absence. It also strengthens trust and engagement, as people feel genuinely supported and cared for. Over time, these behaviours help build a workplace culture rooted in wellbeing and evidence-based support. When leaders champion accessible health information and remove barriers to seeking care, they help cultivate a healthier, more resilient workforce.