Best Practices
How others approach BEM
Proven processes you can follow: from the first case through the invitation and the conversation to clean documentation. BEM is an obligation under German law (§ 167 SGB IX).
BEM Conversation Guide: Conducting the First Meeting in Six Steps
The invitation has been accepted, the date is set. Now someone who was ill for weeks is sitting across from you — and you are supposed to have a conversation t…
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The BEM Invitation: What It Needs to Contain to Hold Up
The invitation is the document that matters later. It shows that BEM was offered, and it often decides whether someone accepts: a letter that sounds like contr…
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The First BEM Case: From the Six-Week Threshold to Closure
Payroll notices it: a colleague has been on sick leave for more than six weeks in the last twelve months. That means Workplace Reintegration Management (BEM) i…
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Introducing Recovery Conversations: Talk Early, Before It Becomes a BEM Case
Between “back again” and “off sick for six weeks” lies a lot of time in which nobody asks how things are going. A recovery conversation fills this gap: short, …
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Welcome-Back Conversation After Illness: The Signal That Comes Before BEM
The welcome-back conversation after illness is a low-threshold WHP component in the area of healthy leadership – and an important early warning tool before BEM.
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The Structured 4-Step BEM Rejection Protocol under § 167 Para. 2 SGB IX (German law)
An employee declines BEM. Briefly, sometimes curtly, often without giving a reason. HR nods — and moves on. Three years later, in a wrongful-termination disput…
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