This is how reintegration after illness succeeds

How reintegration after illness succeedsWorkers' health should come first. Nevertheless: The number of sickness notifications in Germany is steadily increasing. Women are in the process i.d.R. more frequently affected (source: Statista, 2021).

In some cases, the illness drags on for a longer period of time. This is particularly important in the case of mental illnesses such as
Depression or Burnout the case. Finding the way back into everyday work can be demanding.

In order to provide support for the sick employee, the Reintegration after illness (= Hamburg model) essential. In accordance with § 74 of the Social Security Code (SGB), it is gradual reintegration the attending physician, to what extent the previous activity can be performed again.

How to successfully reintegrate after illness

Integration management vs. reintegration

What does workplace integration management (BEM) mean??

Workplace integration management (BEM for short) is about gradually returning employees who are unable to work to their previous workplace after their illness. BEM is part of human resources management.

In order to prevent a renewed inability to work, the employee is gradually returned to work and to his or her original position.

BEM can also be used to find out to what extent the poor state of health is related to the employment relationship. Are there factors that other team members are also suffering from?

What is the gradual reintegration?

In the case of gradual reintegration, the affected employee can return to work while the incapacity to work is still ongoing. Treatment of the illness takes place in parallel with reintegration, so to speak. The team member continues to receive sick pay – financial security is therefore guaranteed.

First of all, you should check whether all the conditions are met. Not all employees who are ill are eligible for gradual reintegration.

Duration: The incapacity for work lasted a total of
longer than six weeks (42 days). It does not matter whether there is a disability or it is "only" a pure illness (see § 84 SGB IX). And: it is also irrelevant whether one or several illnesses in succession are responsible for the long period of incapacity for work. Continuous incapacity to work: The employee has not yet fully recovered and is still unable to work.
Consent: Employee and employer as well as the responsible statutory health insurance and the treating physician have given their "yes" to reintegration.

👉 Important: In order to gradually return to work, the employee concerned must be covered by statutory health insurance. Those with private health insurance only have the option of a company integration management (BEM).

reintegration plan (step-by-step plan)

Initiation of gradual reintegration – how do I proceed?? In order to successfully implement reintegration in practice, a
Reintegration plan sensible.

In this roadmap, the employee and the employer agree on how the reintegration is to be implemented.

The plan contains i.d.R. following details on reintegration:

– Start and end of reintegration – Overview of individual steps – Particularly demanding activities that the affected employee should absolutely refrain from (employee protection) – Other measures – Possible rights of withdrawal

Reintegration after illness Working time

A question that many employers ask themselves: What are the daily working hours? As of when can I fully schedule my employee again?

When it comes to working hours, the guiding principle is: Strength lies in rest. Since the employee is still unable to work to full capacity, he initially works hourly. A daily or weekly number of hours can be specified – z.B. 10 hours per week, or 3 hours per day.

After one or two weeks, the workload can be slowly increased. It is important to remember that this is also a medical rehabilitation process. Say, the employee should not be overworked to protect his health.

Tip: Determine the working hours together with the affected employee. Try to find out how he feels about his current workload before you increase it.

By the way: The payment of overtime and piecework or. Shift allowances are waived during reintegration. The same applies to the recording of working hours.

Reintegration after illness Salary

What about compensation if the job is partially fulfilled?

Since the employee is still unable to work during the reintegration phase, the statutory health insurance pays sick pay. The employer does not have to pay for the allowance.

Sick pay is 70% of gross pay. Important: The maximum period of entitlement is 78 weeks within three years – the employee cannot receive sick pay for longer than that.

If the employee was in rehab before reintegration, then the Pension insurance on and puts in Transitional allowance ready – provided the employee returns to work piecemeal within four weeks of the end of the rehab stay.

This transitional allowance amounts to 68% of the gross wage for insured persons without children, and 75% for insured persons with children.

In exceptional cases, there is also an entitlement to a Injury benefit. This amounts to 80% of the gross wage. Is covered by the accident insurance.

Reintegration after sick leave

Is my employee entitled to vacation during reintegration?? The answer is: No. Since the employee is still considered unfit for work, there is also no entitlement to leave.

But: The employee can accumulate vacation days during the period of reintegration. These can then be used at a later date.

Termination and further steps

What happens if my employee breaks off reintegration?

Back in the office and the mountain of tasks seems endless. Burnout patients in particular often find it difficult to return to their daily work routine without relapsing.

It is not uncommon for the employee to find everything too much and stop reintegration. The employee can interrupt the reintegration measures for up to seven days – If the break lasts longer than a week, then the plan officially ends.

In this case, the employee will continue to receive his or her sick or. Injury benefit. Together with the attending physician and the personnel department, a plan is then forged as to how the incapacitated person can continue to work. In practice, further rehabilitation or hospital stays are then often recommended.

4 tips for successful reintegration

Reintegration after illness is not always easy for the employee concerned. With these four tips, you can help your employee on his or her way back to work.

(1) Offer your strong shoulder!

Be there for your employee. Offer Regular discussions Offer and inquire about the well-being of the employee. How can you support him even better?

Make it clear that the employee should not take on too much. Show understanding. Appreciate the smallest successes.

(2) Stay optimistic! Spread optimism. Show confidence. Make it clear to the affected employee that you are on his side and believe in him.

(3) Ensure accessible workplaces!

This point is particularly relevant for people with impairments. Pay attention not only to the work equipment itself, but also to the work environment. Barrier-free access to restrooms, for example, is a must.

(4) Adjust the working conditions!

Individual working hours, personal support, modified tasks: All of these require Flexibility on the part of the. Accommodate your worker. Make sure re-entry is as gentle as possible.

Writing talent, HR fan, and trend tracker – that's our author Nicole Steffgen. She is part of the content marketing team at Factorial. Their focus is on the DACH market. Nicole has a degree in International Communication (B.A.) as well as in "Communications& Future Marketing" (M.A.) and is an expert in online content. Your specialties: Blogposts and social media. Born in Germany, she brings a lot of international experience to the table: Germany, Austria, the Netherlands, Luxembourg, Spain, Mexico – she has already lived in all of these countries. What else makes her content so special? Your passion for HR. Your focus on the people of an organization.

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