Reintegration prerequisites stage plan application procedure

Reintegration: prerequisites, step-by-step plan, application + procedureReintegration leads employees who are unable to work back to work. After an illness or accident, employees are slowly reintroduced to their professional activities. This is how reintegration serves health. At the same time the preservation of the workplace. Here you can find out what the prerequisites for reintegration are and how this works in practice..

➠ Contents: What to expect

Significance and goals of reintegration

If an employee is absent for a longer period of time due to serious illness or an accident, the way back into the job is not always easy. Vocational reintegration is a measure for medical rehabilitation and return to work. It is specified in § 74 of the Fifth Social Code (SGB V). For disabled employees or employees at risk of disability in § 28 SGB IX.

The aim is to accustom the employee to the working environment again step by step until full capacity is restored. This is why there is often talk of gradual reintegration (StW). Slowly increasing the workload reduces the likelihood of a relapse.

Requirements for reintegration

If you want to find your way back to your job through rehabilitation, a number of conditions must be met. Only if these conditions are met can the measure be implemented:

Statutory health insurance
The procedure for reintegration is aimed at insured persons in the statutory health insurance schemes. Privately insured employees can use the so-called company integration management system. Continued incapacity for work
Before and during reintegration, the employee must be unable to work. This is confirmed by a certificate of incapacity for work from the doctor. Partial resilience
In addition, the doctor must certify that the previous activity can be performed at least partially again. The employee must be partially able to work again and (presumably) fully able to work again at the end of the measure. Complete consent
Employer, employee, doctor and, if applicable, the health insurance company agree to the measures and are convinced that they can be completed successfully. Previous workplace
The employee will be reinstated to his or her previous job. There is no transfer to another position. Detailed step-by-step plan
A precise step-by-step plan (reintegration plan) is drawn up by the doctor in consultation with the employee. This regulates the conditions under which the return is possible.

Contents for the gradual plan

For the gradual reintegration into the workplace, the individual steps must be defined as precisely as possible. A step-by-step plan is required for this. This is drawn up by the attending physician together with the patient and possibly a company doctor. The following information is included:

Sequence and duration of the stages
The return begins with very short working hours, which are slowly increased. The step-by-step plan defines which period of time the employee can be expected to work initially. Thus the reintegration begins about two hours a day. In the following stage this time is increased. Prohibited activities
Not all tasks can be resumed immediately. Depending on the illness, the doctor may prohibit heavy lifting, sitting or standing for too long, for example. Workplace conditions
If the employee needs specific aids or adjustments to the workplace, these should also be noted in the step-by-step plan.

This gradual plan is drawn up before the start of the measures, but can be updated and adapted on an ongoing basis. If it turns out that the employee needs longer, the duration of individual stages can be adjusted, thus reducing the speed of integration. We have also made the reintegration process available for you to download as a free PDF file.

Application for reintegration

All legally insured employees are entitled to reintegration. Whether the work is training or part-time is irrelevant.

Theoretically, the employee can apply for reintegration himself, but usually the rehabilitation provider will suggest it. Depending on which wage replacement benefit you receive, this is the health insurance fund, the pension insurance fund or the employers' liability insurance association.

FAQ: Frequently asked questions about reintegration

We have collected the most frequently asked questions about reintegration and answered them for you in the following overview:

How long does the reintegration take??

The procedure can last between a few weeks and up to six months, in special cases even up to 12 months. This depends on the individual case. The concrete resilience. The expected duration is determined when the step-by-step plan is drawn up.

Who pays the salary during reintegration??

Reintegration takes place after a long period of absence from work. Therefore, you will not be paid a regular salary. You are nevertheless financially secure. Depending on the carrier of the reintegration, you will receive..

Sick pay
During the measure, your health insurance fund pays sickness benefit amounting to 70 percent of your gross salary (but no more than 90 percent of your net salary). Transitional allowance
The pension insurance pays a transitional allowance. For childless employees, this amounts to 68 percent of the gross wage; insured employees with children receive 75 percent. Injury benefit
If accident insurance takes effect (e.g., after an industrial accident), you receive injury benefits amounting to 80 percent of the gross wage.

Employer may voluntarily pay financial compensation for hours worked during rehabilitation. However, this may have a negative effect on the insured person, as the wage replacement benefit is then reduced or even eliminated altogether.

Can the employer refuse reintegration?

Companies can refuse reintegration if they are not convinced that the employee will be able to work under full load again. The situation is different in the case of occupational reintegration management: Here, the employer is legally obligated to implement.

What happens if the reintegration is interrupted? The employee is able to work more quickly. Can return to work earlier. – The employee's state of health deteriorates. – Operational reasons lead to termination.

If the doctor and employer agree, the measure can be discontinued. In this case, the wage replacement benefits continue and the further procedure (renewed rehabilitation, later reintegration attempt, reduced earning capacity pension) is discussed with the employee.

Is there a vacation entitlement? Employees are unable to work during the measure. Can therefore officially take no vacation during this time. Nevertheless, vacation entitlement remains in effect even during the illness.

Is there protection against dismissal during reintegration??

Illness does not necessarily protect you from dismissal. Sickness-related layoffs primarily affect those with chronic and long-term illnesses. However, it is only possible if the prognosis is negative.

In addition, milder means must be examined – which includes reintegration. If the company has rejected it, an action for protection against dismissal may be successful.

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