BEM is a process designed to support you in returning to work after a long period of illness or repeated short-term absences. The aim is to ensure your long-term ability to work and prevent further absences due to illness.

Section 167 of the Ninth Book of the Social Code (SGB IX) defines BEM as a legal obligation of the employer.

The BEM regulation applies to all employees who are unable to work for a total of more than six weeks (or 42 calendar days) within a year (12 months, not a calendar year), either continuously or repeatedly.

The main objectives of the BEM are to restore and maintain your ability to work, prevent further incapacity for work, and secure your job. It aims to create healthy working conditions and contribute to workplace health promotion.

All employees who have been unable to work due to illness for a total of more than six weeks within a year, either continuously or repeatedly, are entitled to BEM, regardless of the type and number of illnesses or the type of employment relationship (fixed-term, permanent, part-time, full-time).

Yes, participation in BEM is voluntary. You can refuse or withdraw from participation at any time without any disadvantages.

At the UFZ, you will generally be involved in the BEM process alongside the trained BEM officers responsible for its implementation.

The BEM officers are employees of the Human Resources and Corporate Culture Department (PACE), but perform these tasks outside of their PACE function as part of the BEM process.

In addition, the following persons can be consulted at your request:

• one or more members of the works council,
• the company doctor at the respective UFZ location,
• the occupational safety specialist (Occupational Health and Safety Department),
• a member of the representative body for severely disabled employees,
• persons of trust (e.g., spouse or colleague),
• supervisor,
• external partners (e.g., technical consultant, representative of the health insurance fund or professional association).
• the attending physician,
• the equal opportunities officer
• and, if participation benefits or accompanying assistance in working life are being considered, a representative of the rehabilitation provider or integration office.

The BEM procedure begins with a monthly evaluation of sick leave over the last twelve months. Regardless of the number of illnesses, you will receive an invitation if you have exceeded 42 sick days.

If you decide to participate in the BEM with the help of the reply letter, the BEM officers will arrange an appointment for an initial consultation.

This consultation can be held in person, via video conference, or by telephone.

The initial consultation explains the goals and process of the BEM. This is followed by an analysis of the illness-related incapacity to work and the development of reintegration measures together with you. Several meetings and measures may follow until a satisfactory solution is found. The group of participants can be determined separately for each meeting.

 

Possible measures may include adapting the workplace, changes to the organization of work, training, further education, and health measures such as psychological support. 

Yes, data protection is a top priority in the BEM. All personal and health-related data will be treated confidentially and will only be passed on with your express consent.

All documents relating to the BEM process are stored separately by the BEM officers and are not part of your personnel file.

The works council has a right of co-determination in the BEM process and can act in an advisory capacity. It supports you and monitors compliance with legal provisions.

If you reject the BEM, we cannot take any measures for your reintegration. However, you do not have to fear any disadvantages.

It will simply be documented that the offer was made and rejected.

Incidentally, if you do not respond to our first invitation or the second reminder invitation (no reply), this will be considered a rejection.

 

The duration of a BEM procedure varies depending on individual circumstances and the measures required. It can take from a few weeks to several months.

Workplace integration management (BEM) and reintegration are two different concepts in the field of health management in the workplace.

BEM is a preventive tool that serves to avoid long-term illness-related incapacity to work and promote the health of employees. 

Reintegration (known as the Hamburg model), on the other hand, refers to the specific process of gradually returning an employee to their everyday work after a prolonged period of illness. The model provides for the employee to be gradually reintroduced to their regular working hours. This may mean that they initially only work a few hours per day and then gradually increase this time. During this phase, the employee remains on sick leave. The aim of the reintegration model is to enable a gradual return to everyday working life and to help rebuild performance. This is intended to prevent the employee from becoming overwhelmed and having to take further time off work.

In summary, it can be said that BEM serves as a preventive tool to avoid long-term incapacity to work due to illness, while reintegration describes the specific process of returning to everyday working life after a period of illness.