June’s Law proposes targeted, temporary workplace protections for people undergoing active cancer treatment—so they can heal without losing income, benefits, or dignity.
Protects job continuity during active cancer treatment
Allows temporary modification of essential job functions
Supports return-to-work and reinstatement when medically cleared
Preserves access to income and benefits where applicable
Creates clearer expectations for employees and employers
June’s Story
June believed in work. Not just showing up—but showing up with pride, integrity, and care. For more than twenty years, she built a career in restaurant management by holding herself and others to the highest standards. Her teams trusted her. Customers depended on her. She believed that when people give their best, they deserve dignity in return.
In 2022, June and her husband took a leap of faith. They left behind the life they had carefully built and moved to Florida, excited for a new chapter—one filled with warmth, stability, and hope. June found work quickly and stepped into her new role energized and proud. It was supposed to be a fresh beginning.
Then came the diagnosis.
Within months, June learned she had cancer. And with that news came fears no one should have to carry alone: How do you tell a new employer? What happens when you need time to heal? Will your illness make you disposable?
June kept working—through chemotherapy, through surgeries, through unbearable exhaustion and pain. She showed up as long as her body allowed, even as cancer spread and her strength faded. She did everything she was taught a good worker should do.
She passed away on December 31, 2023.
June’s story is heartbreaking. It is also far too common.
June’s Law was born from the belief that no one should have to choose between their health and their livelihood. Behind this law are real people, real families, and real losses. If you or someone you love has lived this reality, your story matters—and it can help protect others.
Laws like the ADA, PWFA, and FMLA offer important protections—but they often fail cancer patients during the most vulnerable phase of treatment.
Many people undergoing chemotherapy, radiation, or surgical recovery can work, but not always in ways that satisfy rigid definitions of “essential job functions.” When accommodations are denied or temporary limitations are treated as permanent incapacity, workers are pressured out—or terminated outright.
June’s Law recognizes that cancer treatment is typically finite, medically documented, and survivable. It proposes a narrow, predictable framework that supports healing and workforce stability—rather than forcing people to choose between treatment and livelihood.
Existing workplace laws were not designed for the realities of cancer treatment. June’s Law addresses a narrow but critical gap—providing clarity, stability, and dignity during a medically finite period.
Policymakers rarely see what happens when cancer treatment collides with inflexible workplace rules. Stories from patients, caregivers, clinicians, and HR professionals help make the gap visible.
You can choose to share publicly, anonymously, or privately for advocacy use only. No employer names or medical details are required.
