A prolonged absence from work, whether due to an accident or mental illness, can affect anyone. Phased reintegration — often referred to as the “Hamburg model” — offers a gentle opportunity to integrate employees back into everyday working life. In doing so, the Working time gradually increased to slowly increase the load. This article explains what needs to be considered during reintegration, what rights and obligations you have and how the process can be optimally planned.
What does reintegration mean?
Reintegration is a process that makes it easier for workers to return to work after a prolonged illness. During this phase, those affected are still officially considered unable to work. The aim is to restore performance and stabilize it in the long term.
👉 Definition:
Reintegration regulates the return to work in graduated working hours, accompanied by medical care. It is based on Section 74 SGB V and serves as a rehabilitation measure.
Process and Requirements for Reintegration
- Joint vote
- The attending physician, the employee and the employer work together to create an individual step-by-step plan.
- The plan defines daily working hours and possible increases.
- Legalvorschriften
- Employers are not required to offer phased reintegration, but must seek a solution within the framework of Occupational Integration Management (BEM) if the illness lasts longer than six weeks.
- Perpetuity
- Reintegration usually takes between six weeks and six months, but can be extended to a maximum of twelve months.
Rights and obligations during reintegration
What can employees expect?
- No overtime: Chords or shift work are prohibited. As well as overtime.
- Vacation entitlement: Vacation days do not expire; they accumulate during reintegration.
- flexibility: The reintegration plan can be adjusted as needed.
What are the duties of employees?
- Regular consultation with the doctor and compliance with agreed working hours.
- Support in implementing the phased plan.
Practical tips for successful reintegration
Well-planned reintegration makes the transition back to working life easier. Consider these important steps:
1 ️ Clear communication: Openness between all parties involved promotes understanding and smooth processes.
2 ️ Define goals: Determine which activities can be resumed first.
3 ️ Regular review: Analyze progress and make adjustments as needed.
Step-by-step plan: Exemplary reintegration table
Benefits of reintegration
For Workers
- Gentle transition to everyday working life.
- Avoiding excessive demands.
- Better mental and physical stability.
For Employers
- Securing the workforce over the long term.
- positive corporate culture through support.
- Lower risk of follow-up costs due to further failures.
Conclusion
Use reintegration as an opportunity to return to work carefully and sustainably after a period of illness. Clear planning and regular review of progress form the basis for a successful return.
FAQs
Is reintegration mandatory for workers?
No, employees are not required to reintegrate. It is voluntary and is based on joint coordination between doctor, employer and employee.
What happens if reintegration fails?
If reintegration is not successful, the employee remains on sick leave. In this case, the step-by-step plan is adjusted or the return to work is postponed until the ability to work is restored.
Can the reintegration plan be amended?
Yes, the plan can be flexibly adjusted if the load is too high or can be increased more quickly. Changes are made in consultation with the attending physician and the employer.
Was ist der Unterschied zwischen BEM und Wiedereingliederung?
Das betriebliche Eingliederungsmanagement (BEM) ist ein präventives Gespräch, das Arbeitgeber allen Mitarbeitern anbieten müssen, die innerhalb von zwölf Monaten länger als sechs Wochen arbeitsunfähig waren. Ziel ist es, zukünftige Ausfälle zu vermeiden. Die Wiedereingliederung hingegen ist eine konkrete medizinische Maßnahme zur stufenweisen Rückkehr während bestehender Arbeitsunfähigkeit. Beide können sich ergänzen, sind aber rechtlich unterschiedliche Instrumente.
Wann kann ich die Wiedereingliederung beantragen?
Eine Wiedereingliederung ist möglich, wenn Sie noch arbeitsunfähig sind, aber absehbar ist, dass Sie durch schrittweise Belastungssteigerung wieder arbeitsfähig werden können. Voraussetzung ist eine ärztliche Empfehlung. Der behandelnde Arzt entscheidet, ob und wann eine Wiedereingliederung medizinisch sinnvoll ist. Sie benötigen außerdem die Zustimmung Ihres Arbeitgebers und die Genehmigung Ihrer Krankenkasse.
Was passiert, wenn die Wiedereingliederung scheitert?
Die Wiedereingliederung kann jederzeit ohne negative Folgen abgebrochen werden – vom Arbeitnehmer, vom Arbeitgeber oder auf ärztliche Empfehlung. Bei einem Abbruch kehrt der Mitarbeiter in die vollständige Arbeitsunfähigkeit zurück und erhält weiterhin Krankengeld von der Krankenkasse. Nach erneuter ärztlicher Bewertung kann zu einem späteren Zeitpunkt ein neuer Versuch gestartet werden. Ein Abbruch hat keine arbeitsrechtlichen Konsequenzen und bedeutet nicht, dass eine künftige Wiedereingliederung ausgeschlossen ist.
