Reintegration

What is reintegration?

Reintegration, also known as the Hamburg model, is designed to help employees gradually get used to their full workload again after a long and serious illness. This method is intended to make the transition to full employment particularly helpful. It can take up to six months. The decision is made by the accompanying doctor. Reintegration is an element of occupational health management.

Are reintegration and the Hamburg model the same thing?

Yes, the terms “reintegration” and “Hamburg model” describe exactly the same thing. The Hamburg model did not originate in Hamburg, but in Munich at Siemens. In the mid-1970s, the company developed a step-by-step plan to gradually return its employees to work after a long illness or injury.

How does gradual reintegration work?

It should also be noted that gradual reintegration begins at a time when the employee is still officially unfit for work. A precise process should be defined in advance as to how working hours are to be increased. This is the only way to bring the team member back into the team quickly and, above all, gently.

The duration of reintegration is individual. It can be a process of approx. 6 weeks to 6 months. If the employee is still not fully operational after this time, it is possible to extend the process to 12 months.

The overarching goal is for the team member to return to full performance.

What are the requirements for reintegration?

There are also a number of requirements that gradual reintegration must meet:

• The employee is still unable to work.
• The reintegration has been approved by the team member, company management and the statutory health insurance fund.
• The employee has received a medical certificate confirming that he/she is sufficiently fit to resume his/her previous work in stages.
• There is still an entitlement to cash benefits from the health insurance fund (sickness benefit).
• The team member is insured with a statutory health insurance company.

What does a re-entry plan look like?

A re-entry plan contains the following points:

• Start and end of the measure
• Detailed information on the individual steps
• Activities and stresses that the employee should avoid
• Accompanying measures
• Rights of withdrawal and reasons for company reintegration

By following these steps, you are sure to be able to return to work.

What is the difference between reintegration and BEM?

Reintegration is often equated with occupational integration management (BEM), but this is not correct.

According to §74 SGB V, reintegration – the Hamburg model – aims to gradually reintegrate the sick employee back into their old job. In contrast, the BEM from §167 Para. 2 SGB IX is open-ended. This means that at the end of the process, it may turn out that the employee can no longer perform their original job.

Another difference is that an employer is legally obliged to take part in the BEM process. On the other hand, reintegration is a voluntary measure on the part of the employer. It is also always carried out in cooperation with a step-by-step plan accompanied by a doctor.

Example of reintegration

The creation and coordination of a step-by-step plan is particularly important. This plan explicitly addresses the work position and expected activities. It helps the employee and the employer to align expectations and remove time and work pressure. It protects the employee and enables them to settle back into their working environment. This is worked out depending on the working time model.

1-2 weeks

• Working time per week 10h
• Tasks: Administration, finding out about new processes, attending meetings, arranging appointments with colleagues

3-5 weeks

• Working time per week 15h
• Tasks: Review work results of colleagues, take on small tasks of your own, participate in meetings

6-8 weeks

• Working time per week 20h
• Tasks: Take on initial and selected larger tasks, attend meetings, participate in company meetings

Week from week 9

• Working time per week 30h
• Tasks: Execution of normal jobs