Occupational medicine
Workplace integration management under § 167 SGB IX
After a prolonged period of incapacity for work, you must offer affected employees workplace integration management. We support the process from the initial conversation to a sustainable return to work, confidentially and in compliance with the law.
Workplace integration management under § 167 SGB IX
If employees have been unable to work for more than six weeks within twelve months, the statutory obligation to offer workplace integration management under § 167(2) SGB IX applies. We support you with initial contact, implementation and documentation.
- Offering workplace integration management and a confidential initial discussion under § 167 SGB IX
- A phased return to work under the Hamburg model
- Coordination with treating physicians and funding bodies
Phased return to work
Under the Hamburg model, we gradually increase working hours in cooperation with the employees, the occupational physician and the treating physician until full capacity is restored, using realistic milestones rather than overburdening anyone.
Confidentiality and cooperation
All discussions and records are subject to strict confidentiality and data protection. We coordinate with funding bodies and treating physicians without unnecessarily circulating sensitive health data within the business.
How we work together
- 1Offering workplace integration management to the affected employee
- 2Confidential initial discussion
- 3Joint action plan
- 4Phased return-to-work plan
- 5Completion and documentation
Start workplace integration management
We provide confidential support throughout workplace integration management, from the initial conversation to completion.
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