Roland Berger Corporate Health 2020
What does the Roland Berger Corporate Health Study show — and what should WHP decision-makers take away from it?
Note: figures apply to German workplace health management (WHP). Roland Berger (2020): companies with a healthy culture have 20% fewer sick days and 11% higher revenue per employee. Germany's WHP market: €958M. Top barrier: 56% cite lack of internal resources.
Roland Berger Corporate Health 2020: Key Figures
| Finding | Value | Source |
|---|---|---|
| Absence-day difference: culture-strong vs. average companies | 20% fewer sick days | Roland Berger Corporate Health 2020 |
| Revenue per employee with effective health measures | +11% revenue per employee | Roland Berger Corporate Health 2020 |
| Total German WHP market volume | €958M (companies €788M + statutory health insurers €170M) | Roland Berger Corporate Health 2020 |
| Most common barrier to WHP adoption | 56% cite lack of internal resources | Roland Berger Corporate Health 2020 |
| Second most common barrier | 44% cite lack of knowledge about employee needs | Roland Berger Corporate Health 2020 |
| Sick days in Germany (increase 2008–2018) | Economic damage rose from €45.4B (2008) to €78B (2018) | Roland Berger Corporate Health 2020 (source: Federal Statistical Office) |
What did Roland Berger examine in 2020?
The study “Corporate Health Management – Gesundheit in Unternehmen weiter gedacht” (2020, with Asklepios) by Roland Berger examines the economic significance of workplace health management (WHP) in German companies. It analyzes the relationship between corporate culture, health investment, and measurable outcomes such as absenteeism, revenue, and employee retention. Note: the findings and figures on this page reflect the German market and German regulatory context (e.g., statutory health insurance funding under Section 20b of the German Social Code Book V).
Core thesis of the study: healthy employees are more motivated, more productive, and more loyal — and this relationship can be quantified. Companies with an employee-friendly culture average 20% fewer sick days than the comparison group; in companies with effective health measures, the study also found 11% higher revenue per employee.
On market structure: Germany's total WHP market volume at the time of the survey was €958 million. Of that, €788 million came from companies themselves and €170 million from Germany's statutory health insurers (GKV). These figures show that WHP is already a relevant market — but significantly underfunded relative to the potential economic damage it could offset.
Why is WHP often not implemented?
The biggest barrier according to Roland Berger isn't lack of money but lack of capacity: 56% of companies cite a lack of internal resources as the main barrier — no dedicated WHP specialist, no time, no process. 44% say they don't know what their employees need.
This is structurally explainable: according to the study, staff give priority to day-to-day business when in doubt — there is a lack of time and of specialised personnel. WHP then isn't prioritised, not because nobody wants it, but because the entry point is unclear. Roland Berger recommends involving specialised service providers — small and medium-sized companies in particular usually need support with designing and implementing a holistic approach.
On benefits, the study is cautious: older publications (2005–2015) put ROI “very optimistically” at 2:1 or 3:1 at least; today the figures vary widely, and many companies consider them unrealistic. As a reliable figure we therefore use the iga.Report value: 1:2.7 (according to the iga.Report, on average, with structured implementation). The proof for your company is your own measurement.
How does corporate culture amplify the effect of WHP?
Roland Berger shows that health measures alone aren't enough — they only work if corporate culture supports them. Companies with high employee orientation average 20% fewer sick days than the comparison group. This isn't a WHP-program effect alone, but a culture effect.
Practical consequence: individual measures (a fruit basket, a yoga class, a back-health seminar) show little effect without being embedded in the culture. What works: a structured WHP system in which leaders treat health as a leadership topic, employees have a say, and measures are planned based on actual needs rather than applied uniformly.
For the executive report: this study is an argument that WHP investment isn't a cost factor but a lever on revenue, absenteeism, and retention. Culture work takes time — but the 20% sick-day difference shows that it's measurable.
- 20% fewer sick days at culture-strong companies — not just among WHP program participants
- +11% revenue per employee in companies with effective health measures: linked to productivity, not just to absenteeism
- Main barrier is solvable: lack of resources → a digital WHP tool as a resource substitute
- ROI: 1:2.7 (according to the iga.Report, on average, with structured implementation) — Roland Berger itself views older, more optimistic literature values (2:1 to 3:1) critically
- German statutory health insurers spend €170M on WHP (figure from the GKV-Spitzenverband, cited in the study) — together with €788M from companies, this adds up to a market volume of €958M
Related measures & topics
Key takeaways
- Note: figures apply to German workplace health management (WHP). 20% fewer sick days at culture-strong companies — a measurable culture effect, not just a program effect
- +11% revenue per employee in companies with effective health measures (Roland Berger 2020)
- 56% of companies cite lack of resources as the WHP barrier — solvable with a digital WHP system
- ROI: 1:2.7 (according to the iga.Report, on average, with structured implementation) — the proof for your company is your own measurement
- WHP market volume in Germany: €958M — of which €170M from the statutory health insurers
Frequently asked questions
Where does Roland Berger's 20% sick-day figure come from?+
The 20% fewer sick days figure comes from the Roland Berger study “Corporate Health Management – Gesundheit in Unternehmen weiter gedacht” (2020), which measures the difference between companies with a strongly employee-oriented culture and comparison companies. It's a culture effect, not the effect of a single WHP program.
Does the Roland Berger study also apply to small and mid-sized businesses (SMBs)?+
The study refers to companies in general and explicitly addresses small and medium-sized companies in several places: while large companies often have their own resources, SMEs usually need support with design and implementation, according to Roland Berger. The findings on barriers (lack of resources, lack of knowledge) and on culture transfer to smaller companies; the study does not contain a separate evaluation of the figures for SMEs.
How do I combine Roland Berger data with iga ROI for the executive report?+
Recommended combination: Roland Berger (culture effect: 20% fewer sick days, 11% more revenue per employee) + iga.Report (ROI 1:2.7 on average, with structured implementation) + internal metrics (your own sickness rate, absence costs). This gives a three-layer argument: the culture argument (Roland Berger), the body of research (iga) and relevance for your company (your own data) — the proof for your company is your own measurement.
What does the €958M WHP market volume mean for individual companies?+
The market volume shows that WHP is already established in Germany. The €170 million from the statutory health insurers goes into workplace health promotion under Section 20b of the German Social Code Book V (German law). There is no share a company is entitled to: insurers fund projects, not headcounts. Whether and how much an insurer supports a project is something you clarify in a conversation with it.
WHP investment with measurable impact — like Roland Berger found
EasyWHP structures your WHP, makes results measurable and prepares the conversation with your health insurer.
Sources
- Roland Berger (2020): Corporate Health Management – Gesundheit in Unternehmen weiter gedacht ↗
- iga.Report 40 (2019) — Effectiveness and benefits of work-related health promotion and prevention: average ROI 1:2.7 (German) ↗
- Section 20b SGB V — Workplace Health Promotion ↗
Last updated: 2026-06-27. Not legal or tax advice — have your specific case reviewed by a professional.