54 guides based on the GKV Prevention Guideline 2025
Clear answers on workplace health, funding & tax
Practical answers to the questions HR and workplace-health leads in companies of every size really ask — fact-based, legally grounded and tied to measures you can implement right away.
Agentic Health ManagementWhat is Agentic Health Management — and how is proactive AI transforming corporate health management?Agentic Health Management describes WHP systems where AI acts proactively: spotting compliance deadlines, planning measures, initiating BEM cases — without HR having to ask first.
Management Liability in WHPWhat WHP duties does company management have — and what happens if they're violated?Note: this covers German law. Management duties under German occupational health law and WHP: ArbSchG § 3, SGB IX § 167, OWiG § 130. What happens on violations and 5 measures that reduce the liability risk.
BEM Process ExplainedHow does the Workplace Reintegration Management (BEM) process work — step by step?BEM under German law (SGB IX § 167): mandatory when employees have been unable to work for more than six weeks within one year. Six steps, common mistakes and what the invitation must contain. Implement it carefully and considerately for employees.
Psych Risk Assessment for SMEsDoes a small or mid-sized business (SME) have to conduct a risk assessment for psychological workload?Under German law, yes — a legal duty for all employers (ArbSchG Sec. 5(3) No. 6). Simple routes for SMEs: short questionnaire, employee survey, facilitated workshop. Explained step by step.
WHP Costs for SMEsWhat does a complete workplace health promotion (WHP) program cost at a small or medium-sized German company?What WHP costs depends on its scope — there is no reliable per-head figure. The German tax allowance under Section 3 No. 34 EStG (up to €600 per employee per year) is an upper limit; separately, health insurers fund projects under Section 20b SGB V. This does not make WHP cost-neutral. ROI 1:2.7 according to iga.Report, on average, with structured implementation.
ASA: Requirements & MinutesHow often must the ASA (occupational safety committee) meet — and what has to go into the minutes?Germany's Occupational Safety Committee (ASA) must meet at least quarterly in companies with more than 20 employees (ASiG Sec. 11). Who belongs to it, what goes into the minutes, and how the ASA can integrate WHP.
Building a WHP StructureHow do I build a WHP structure that is well organized and meets the prerequisites for a funding conversation with a German statutory health insurer (Krankenkasse)?Steering committee, coordination, management mandate: how to build a WHP structure along the GKV Prevention Guideline (German law) — step by step, with the composition of the health working group, the Occupational Safety Act (ASiG) and Section 20b SGB V.
Health Data & GDPRWhich health data may HR analyze — and what does the GDPR prohibit?Permitted vs. prohibited data sources in WHP: statutory health insurer sick-leave reports yes, individual medical certificates no. GDPR Art. 9, anonymized analysis, survey rules.
WHP Results ReportWhat belongs in the WHP results report for executive leadership?A WHP report along the lines of the GKV guidelines combines structural, process, and outcome evaluation — with the metrics that convince management and also hold up in talks with the health insurer.
Documenting a BEM Refusal VerifiablyWhat do I need to do if an employee refuses the BEM meeting?Under German law, BEM participation is voluntary (Section 167(2) SGB IX) — but the refusal must be documented verifiably. The mandatory steps now, and how employers protect themselves.
Apply for GKV Funding for WHPWhat does health insurance pay for workplace health promotion (WHP) — and which measures actually qualify for §20b funding?Germany's statutory health insurance (GKV) funds WHP under § 20b SGB V across 3 action areas. Which measures qualify? What's excluded? How does the § 3 No. 34 EStG tax allowance (up to €600) relate to it? Application steps.
Using the GKV health report correctlyHow do I get the statutory health insurer's health report — and what do I do with it?Your statutory health insurer's health report shows sick-leave rates, diagnosis groups, and age structure — and is a key data foundation for your WHP annual plan. Here's how to request and use it correctly.
Measuring WHP Success: KPIs and ROIHow do I measure the success of my WHP program — and how do I calculate ROI for leadership?iga.Report, balanced scorecard, and GKV evaluation: how to measure WHP success with solid numbers — and win over leadership with your own measurement.
GDPR-Compliant WHP Employee SurveyHow do I run a WHP employee survey in compliance with GDPR — and what do I do with the results?Employee surveys in WHP: which instruments (SALSA, COPSOQ, WHO-5), which GDPR requirements (Art. 9), when to involve the works council (§ 87 BetrVG), and how health circles complement them.
Create WHP Action PlanHow do I turn analysis results into a concrete WHP action plan?Prioritize analysis results, plan measures, approve the budget: how a WHP action plan following the GKV guideline comes together — with a prioritization matrix, resource planning and a management decision.
Embedding WHP Long-TermHow do I embed workplace health promotion (WHP) permanently in a company — and what does the GKV guideline require for Phase 6?Workplace health programs often stall after year one. The GKV guideline (§ 20b SGB V) describes a permanent improvement cycle for health promotion; on top of that come ongoing statutory requirements such as risk assessments (§ 5 ArbSchG), safety committee meetings (§ 11 ASiG), and BEM (§ 167 SGB IX) — German law.
WHP Software ComparisonWHP Software Compared: What Features Does a Company Actually Need?Under German law, WHP software should cover GBPsych (Sec. 5 ArbSchG), BEM deadlines (Sec. 167 SGB IX), and WHP documentation (Sec. 3 No. 34 EStG). Criteria, pitfalls, and pricing models — for companies of any size.
WHP Compliance AuditWHP Compliance Audit: How Does the German Labor Inspectorate Check Your Company?What does the labor inspectorate check in workplace health management? GBPsych (Sec. 5 ArbSchG), BEM documentation (Sec. 167 SGB IX), records of measures. 5 common mistakes + self-check checklist for SMEs.
GBPsych FinesViolating the GBPsych Requirement: What Fines Are at Stake — and How Can Employers Protect Themselves?GBPsych missing or undocumented? Under German law, the inspectorate first orders you to catch up. Ignore that order and you risk a fine of up to €30,000 (§ 25 ArbSchG). 75% of organizations have no holistic WHP program, according to #whatsnext 2025 (TK/IFBG). How to lower the risk.
GBPsych: Repetition and DeadlinesHow Often Must the GBPsych Be Repeated? Deadlines and Triggers at a GlanceThe GBPsych has no statutory minimum interval — but clear triggers: significant changes to work, new hazards, accidents, or complaints. When a repeat assessment is mandatory under German law, and what the occupational safety authorities say.
BEM and Dismissal ProtectionTermination for Illness Without a BEM Program: What Does the Employer Actually Risk?Under German labor law, a dismissal without a BEM reintegration process is not automatically invalid — but under BAG ruling 2 AZR 755/13 the employer then has to show and prove much more. What employers must demonstrate, which documents carry weight in court, and which mistakes leave terminations vulnerable to challenge.
BEM deadline: six weeksBEM after more than six weeks of incapacity for work: When must the employer offer the meeting?Under German law, an employer must offer BEM once an employee has been unable to work for more than six weeks within one year (§ 167 SGB IX). It is often called the “42-day deadline” — the law names no number of days. How is it counted, and what is still legally open? When is the deadline triggered? German Federal Labor Court ruling 2 AZR 755/13 explained. Note: This guide describes German employment law and may not apply outside Germany.
📄
Return-to-Work Talk vs. BEMReturn-to-work talk, sick-return interview, or BEM (workplace reintegration): what's the difference?Note: this explains German law. BEM (workplace reintegration management) is mandatory once employees have been unable to work for more than six weeks within one year (Sec. 167 SGB IX); the classic sick-return interview has no legal basis and is often seen as a control tool. The return-to-work talk as a voluntary care offer: distinctions, pitfalls, works council co-determination.
iga.Report: WHP ROIDoes WHP really pay off? What iga.Report 40 shows about the ROI of workplace health promotionAccording to iga.Report 40, the ROI of workplace health promotion is 1:2.7 (on average, with structured implementation) — 85% of the evaluated ROI figures are above 1. What this means for HR managers and how to explain it to management.
TK Health Report 2025What does the TK Health Report 2025 say — and what does it mean for employers?Sick leave rate 2024 among TK-insured workers: 5.23%. 19.1 absence days per employee. Absence days due to mental health disorders up 159% since 2006. What it means for psychosocial risk assessments, reintegration management and workplace health promotion (WHP).
BAuA: Presenteeism CostsWhat are presenteeism costs — and why can they exceed absenteeism costs according to BAuA?BAuA GD 60 reviews 285 studies: for many illnesses, the productivity loss from presenteeism (present but sick) is higher than from absenteeism. What this means for WHP investments and how to measure presenteeism.
DAK Psychreport 2025 RLPDAK Psychreport 2025 Rhineland-Palatinate: What the Numbers Mean for Employers in the RegionDAK Psychreport 2025 (Rhineland-Palatinate): 364 sick days per 100 insured members, avg. 35-day case duration, depression as the most common single diagnosis. What employers in RLP and nationwide can learn.
Roland Berger Corporate Health 2020What does the Roland Berger Corporate Health Study show — and what should WHP decision-makers take away from it?Companies with a healthy culture have 20% fewer absence days. What Roland Berger's 2020 study reveals about WHP investment, barriers, and market volume — and what steps follow.
Prevention Guide for CEOsPrevention Guide for CEOs: What §20b SGB V Actually Means — and What ROI WHP DeliversGermany's GKV Prevention Guide governs which workplace health promotion (WHP) measures statutory health insurers can fund as projects — not per head. What CEOs need to know: where the legal duty lies (occupational safety under § 618 BGB and § 5 ArbSchG, BEM), why WHP is still a must, ROI of 1:2.7 (according to the iga.Report, on average, with structured implementation), and how the § 3 No. 34 EStG tax-free allowance differs from this.
Prevention Guide for SMEsPrevention Guide for SMEs: What Small Businesses Under 50 Employees Need to Know About Section 20bDoes the Prevention Guide also apply to businesses with 10 or 20 employees? Yes — with simplified requirements. What SMEs need to know to discuss funding for WHP projects with their statutory health insurer (GKV).
HR Prevention GuideHR Manager's Guide to Prevention: Which Measures Health Insurers Fund — and Why § 20 and § 20b SGB V Work DifferentlyPrevention course with the ZPP seal or a WHP project in the company? Who funds what under § 20 and § 20b SGB V (German law), what is not eligible — and the 5 most common HR mistakes. With a process outline based on the GKV Prevention Guide.
Prevention Guide for Works CouncilsPrevention Guide and Works Council: What co-determination rights apply to workplace health promotion (WHP) under § 20b SGB V?With voluntary WHP, the employer decides whether to offer it — co-determination applies to the risk assessment, technical surveys and working time (Section 87 BetrVG, German law). What the GKV Prevention Guideline requires — and how works councils can actively shape WHP.
Prevention Guide: Technical Deep DivePrevention Guide for WHP Officers: Full Technical Implementation Under § 20b SGB VWHP coordinator? The GKV Prevention Guide explained (German law) — from needs assessment and agreement with the health insurer to evaluation. What the 6-phase model means, where the ZPP seal applies and how to document the evaluation.
Occupational Safety BasicsWhat does occupational safety cover — and which obligations apply starting with the first employee?Occupational safety is mandatory starting with the first employee: risk assessment (physical and psychological), the STOP principle, safety briefings. Legal basis and fine risks at a glance.
Occupational Physician: Requirements & CostsWhen Is an Occupational Physician Required by Law — and What Does Occupational Health Care Cost?Occupational health care is required by German law from the first employee onward (ASiG Section 2). Costs depend on the service hours set by DGUV Regulation 2 and the provider's hourly rate.
FASi: Duties & CostsWhat does a Health and Safety Specialist (FASi) do — and what does it cost?Under German law, a Health and Safety Specialist is mandatory from the 1st employee (ASiG § 5). Costs depend on the support model, headcount, and risk class.
Documentation & RetentionWhat must be documented in occupational safety — and how long must records be retained?Risk assessments, training records, BEM meetings, and accident reports must be documented and retained for up to 5 years under German law. The most common mistakes found during inspections.
WHP StakeholdersWho are the WHP stakeholders in a company — and who does what?Management, HR, works council, safety officers, occupational physician, health insurance fund, accident insurance fund — who is responsible for what in WHP?
BGF vs. BGMWhat is the difference between BGF and BGM?BGM is the systematic management framework; BGF (workplace health promotion) is one of its three pillars. A fruit basket alone is not BGM.
WHP 3-Pillar ModelWhat are the 3 pillars of the WHP model?Occupational health management rests on three pillars: occupational safety and BEM are mandatory, workplace health promotion is voluntary. Here's how they fit together.
External Partners in WHPWhich external partners support WHP — and what do they specifically offer?Berufsgenossenschaften, health insurance funds, and Germany's pension insurer (Deutsche Rentenversicherung) support WHP with funding, free training, and consulting — an overview under German law.
Obligations by Company SizeWhich WHP obligations apply at each company size?A risk assessment, occupational safety specialist, and company physician are required starting with the 1st employee. With more than 20 employees, an occupational safety committee is added; from 50 employees, safety officers. The overview by threshold.
Getting Started with WHPWhat's the best way to start with WHP — concretely, in the first week?Getting started with WHP without overhead: complete an assessment, document existing benefits, launch a first mini survey. No budget or prior knowledge required.
Legal Basics (Overview)What is legally mandatory in WHP, and what is voluntary?Occupational safety — with the risk assessment at its core — and BEM are legally mandatory under German law, while workplace health promotion is voluntary — but eligible for funding. The quick legal overview.
Fines & EnforcementWhat fines should I expect if WHP obligations aren't met?The law sets maximum amounts: up to €30,000 (§ 25 ArbSchG) if an order from the inspectorate is not complied with, up to €25,000 under the ASiG, up to €10,000 for missing safety representatives (German law). How an inspection works.
WHP Focus Areas & FundingWhat are the core areas of workplace health promotion (WHP) — and how is it subsidized?Workplace health promotion covers four focus areas — exercise, nutrition, mental health, addiction prevention. Health insurers fund projects; separately, employer benefits are tax-free up to €600 per employee/year under German law.
📄
AI & Health DataMay AI analyze my employees' health data — what do the GDPR and the AI Act allow?AI analysis of employee health data: Art. 9 GDPR, the AI Act's emotion-recognition ban, works council co-determination, reintegration-management no-go zones — and the 4-tier model for lawful AI use.
WHP KPIs: The Basic SetWhich KPIs belong in a basic workplace health promotion (WHP) reporting set — and how are they calculated consistently?The lean KPI set for getting started with workplace health promotion (WHP): headcount, sickness rate, absence costs, BEM rate, and participation rate — with formulas, data sources, and GDPR rules for reporting.
Absences by Duration GroupShort-Term or Long-Term Illness: How Do I Correctly Analyze Absences by Duration Group?Same sickness rate, two completely different problems: Duration-group analysis (1–3, 4–7, 8–14, 15–41, 42+ days) shows whether short-term or long-term illness is driving your absences — and what to do about each.
Analyzing Age StructureWhy does age structure belong in every WHP report — and how do I analyze it correctly?Average age hides more than it reveals: how to analyze your workforce's age structure using standard groups, spot demographic risks early, and derive WHP measures from the results.
GWI Trends 2026Which workplace wellbeing trends for 2026 matter for occupational health management in German companies?The Global Wellness Institute names 7 trends for 2026 — from AI anxiety to menopause at work. What is global, what is already mandatory in Germany, and what employers can act on now.
AI in the risk assessmentMust AI-related strain be included in the psychological risk assessment?§ 5 ArbSchG is technology-neutral: what introducing AI tools means for the psychological risk assessment — with the German data (BAuA DiWaBe 2.0), the six strain dimensions from the DGUV, and a survey framework for practice.
ISO 45003 & CSRDISO 45003 and CSRD: must companies with fewer than 1,000 employees now report on psychological health?The Omnibus Directive (EU) 2026/470 raised the CSRD thresholds to 1,000 employees and €450m revenue. What that means for psychological health in reporting, what ISO 45003 delivers — and what of it is certifiable at all.
Menopause at workMenopause at work: what can employers actually do?Around one in three working women feels impaired at work by menopausal symptoms (DAK 2025). What German employers are legally required to do, what they can do voluntarily — and which measures work without breaking a taboo.
Put the knowledge into practice?
EasyBGM guides you through the steps from these guides — with documentation, a steering committee and the documents for your conversation with your health insurer, all in one software.