BEM – Workplace integration management for mental disorders.
Betriebliche Wiedereingliederung im Kontext von psychischen Störungen.
Together with our cooperation partner Thorsten Blaufelder We support companies in the area of workplace reintegration in the context of mental disorders.
Denn Sie wissen nicht, was sie tun sollen...
Anyone involved in workplace health management should be familiar with the correct procedures for "workplace reintegration management." For cases such as accidents, herniated discs, or knee replacements, there are already many good and proven processes in place.
In the context of mental health issues such as burnout, depression, or anxiety disorders, there is still a great deal of uncertainty on both sides: How do I address the topic with my employee? Can I, as an employee, tell the truth, or will I immediately be on the chopping block? Will a diagnosis automatically make me seem crazy?
Mental disorders are not visible from the outside, and society is still largely ignorant about the causes of these disorders, their symptoms, and especially their treatment. If people are not treated successfully, they risk relapse in the worst-case scenario.
Thorsten Blaufelder
Geboren 1975, selbständig seit 2010
Thorsten Blaufelder ist Fachanwalt für Arbeitsrecht und berät Arbeitgeber:innen, Betriebs-/Personalräte sowie Schwerbehindertenvertretungen im kollektiven Arbeitsrecht. Darüber hinaus vermittelt er als Wirtschaftsmediator und Business Coach bei innerbetrieblichen Konflikten im Arbeitsalltag.
Er ist außerdem als zertifizierter Arbeitsfähigkeitscoach® und als Experte im Bereich des Betrieblichen Eingliederungsmanagements (BEM) im Kontext von psychischen Störungen tätig.
Seine Mission ist es, in einer immer komplexer werdenden Welt einen Beitrag zu einer gesunden Arbeitskultur zu leisten.
Inhalte & Ziele des BEM
Employers are required to offer workplace reintegration management (BEM) to employees who are unable to work due to illness for an extended period. BEM is not a one-off meeting, but rather an open-ended process. Its goal is to overcome the employee's incapacity for work, prevent future periods of incapacity, and preserve the employee's job or employment relationship.
Why is this topic so important?
The topic of BEM is important for several reasons:
- Employee health:
The well-being and health of employees are central to the BEM (Occupational Integration Management) program. It aims to overcome employee incapacity for work and to take preventative measures against future illnesses. This not only improves the individual quality of life of employees but also maintains their ability to work in the long term. - Legal obligation:
As stipulated in Section 167 Paragraph 2 of the German Social Code, Book IX (SGB IX), employers are legally obligated to conduct a workplace integration management (BEM) process as soon as an employee is unable to work for more than six weeks continuously or repeatedly within a year. Failure to comply with this regulation can have legal consequences for the employer. - Prevention and cost savings:
Early implementation of workplace health management (BEM) can prevent or shorten prolonged periods of illness. This not only contributes to the health of employees but can also significantly reduce costs for companies and public authorities. Long-term absences often mean high expenses for temporary replacements, overtime for colleagues, or even the risk of job loss for the affected employee. - Job security and inclusion:
The BEM (Occupational Integration Management) also serves to secure employment for people with health limitations. It promotes inclusion in the workplace by offering individual solutions that enable those affected to continue making a valuable contribution to the company or agency despite health challenges. - Positive work culture:
An effectively implemented workplace health management (BEM) fosters a positive and supportive work environment. It signals to employees that their well-being and health are important to the employer, which in turn can increase employee retention and job satisfaction.
Why BEM especially in the context of mental disorders?
The importance of BEM in the context of mental disorders can be explained by several factors:
- Increasing relevance of mental illnesses:
In recent years, there has been an increasing number of sick days due to mental health issues. Stress, burnout, depression, and other mental disorders have become a significant problem in the workplace. Therefore, it is particularly important to address these conditions with targeted measures such as workplace integration management (BEM). - Specific challenges:
Mental health disorders present specific challenges for both those affected and their employers. They are often less visible than physical illnesses and can vary in severity and duration. A tailored workplace integration management (BEM) process can help address the individual needs of those affected and create a work environment that supports their health and performance. - Prevention and early detection:
The BEM (Occupational Integration Management) provides a platform for the prevention and early detection of mental health issues. Regular discussions and analyses allow for the early identification and addressing of initial signs of overload or stress. This is particularly important in the case of mental health conditions, as early treatment is often crucial for the recovery process. - Destigmatization:
Including mental health issues in workplace integration management (BEM) helps to destigmatize these conditions. By addressing these topics openly, employers send a signal that mental health is just as important as physical health. This can encourage employees to seek help and speak openly about their problems. - Long-term integration:
Mental health disorders can affect work capacity to varying degrees and over different periods. Workplace integration management (BEM) enables flexible adjustments to working conditions and provides support services aimed at the long-term integration of those affected. This facilitates a permanent return to work and helps secure employment.
What should employers, departments and their BEM (Occupational Integration Management) managers take into account?
For employers, departments and those responsible for workplace reintegration management (BEM), there are several important points to consider when implementing workplace reintegration management (BEM):
- Early communication and transparency:
It is crucial that the process and goals of the workplace integration management (BEM) are communicated transparently and understandably to all involved. Employees should be informed about their rights and options within the framework of BEM in order to reduce anxieties and uncertainties. - Voluntariness and data protection:
Participation in the BEM (Occupational Integration Management) program is voluntary for employees. Their decision for or against participation should be respected. Furthermore, data protection is of utmost importance; employees' personal information and health data must be treated confidentially. - Individual solutions:
Every case is unique, especially with mental illnesses. Solutions and measures should therefore be individually tailored and flexible to meet the needs of the people affected. - Involvement of specialists:
It can be helpful to involve external experts such as company doctors, psychologists, or specialized consultants in the BEM process. They can offer valuable expertise and support in developing effective reintegration measures. - Training for BEM managers:
Those responsible for workplace integration management (BEM) should receive specialized training to effectively fulfill their duties. This includes knowledge of legal principles, communication techniques, and awareness of mental health issues. - Long-term perspective:
Workplace integration management (BEM) is not a short-term project, but an ongoing process. A long-term perspective should be pursued, one that focuses on the permanent integration of employees into the work process. - Promoting a positive corporate culture:
An open and inclusive corporate culture that values the health and well-being of all employees is a fundamental prerequisite for successful workplace health management. This also includes creating a work environment that promotes and supports mental health. - Regular evaluation and adjustment:
The BEM process and the implemented measures should be regularly evaluated and adjusted as needed. This makes it possible to improve the effectiveness of BEM and to react to changes in individual cases or in the general conditions.
Was sollten Mitarbeitende beachten
For employees who are offered a BEM (Occupational Integration Management) program, there are also important points to consider in order to make the process as effective as possible for themselves:
- Information and education:
Learn about your rights and options within the framework of the BEM (Occupational Integration Management). Understand the BEM as an offer of support and not as a monitoring or evaluation tool. - Voluntariness and personal initiative:
Please bear in mind that your participation in the BEM (Occupational Integration Management) is voluntary. However, a positive attitude and a willingness to actively participate can significantly contribute to the success of the process. - Open communication:
Be open in your communication with the BEM (Occupational Integration Management) team and other involved parties. An honest presentation of your situation and needs is important in order to find suitable solutions. However, you should always consider what information you wish to share and that your privacy is protected. - Data protection:
Your data is protected, and information about your health may only be used with your explicit consent. You have the right to be informed exactly who has access to your data. - Inclusion of support services:
Don't hesitate to accept additional support services, whether provided internally by your employer or through external counseling services. This may include professional medical advice, psychological support, or legal counsel. - Realistic goal:
Set realistic goals for your reintegration. Both over- and under-challenging yourself can hinder the process. A gradual return to work can often be more beneficial than a rapid return to full-time work. - Give feedback:
Feedback on the BEM process is valuable for everyone involved. Share your experiences, what worked well and what could potentially be improved. This can also be helpful after the BEM process has concluded. - Self-care and patience:
The reintegration process can be challenging and time-consuming. Take care of your health and don't put yourself under pressure. Patience and self-care are important companions on this journey.
Was können wir für Sie tun?
The Academy for Mental Health can support companies and public authorities in a variety of ways with BEM (Occupational Integration Management):
- Training courses and workshops:
We offer specialized training courses and workshops. These are aimed particularly at those responsible for workplace reintegration management (BEM), managers, and employees in your company or department. Topics include the fundamentals of workplace reintegration management (BEM), dealing with mental health issues in the workplace, communication techniques, data protection in the BEM process, and effective measures for promoting mental health. - Consulting on BEM processes:
To support the setup, implementation, and optimization of your workplace integration management (BEM) processes, we offer customized consulting services. We help you analyze existing structures, develop action plans with you, and support you in implementing effective BEM strategies in your company or department. - Support for prevention:
Promoting mental health and preventing mental illness in the workplace are essential components of a successful workplace health management (BEM) program. Together with you, we develop programs and measures specifically tailored to the needs of your company or department. These include stress management programs and initiatives to create a healthy work culture that sustainably promotes the health and well-being of your employees. - Other offers such as Keynote speeches for all employees, Seminars and workshops on specific topics, Leadership training, Emergency aid as well as Training in the area "Psychological first responder"or our"Mental Health Supporter" round off our offer.
With these offers, we would like to support you in establishing effective workplace reintegration management and strengthening mental health in your work environment.
Thorsten Blaufelder on the topic
"Company reintegration management"
In this video, Thorsten Blaufelder and Bettina Tittel discuss why the classic BEM (Occupational Integration Management) often doesn't work in the context of mental disorders and what should be considered instead.
Weitere spannende Links und weiterführendes Inforamtionsmaterial
Further interesting information on this topic for employees and employers can be found on this official website of the Federal Ministry of Labour and Social Affairs and the BEMpsy project, which is funded by the Compensation Fund: