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<p>German company-based return-to-work management (Betriebliches Eingliederungsmanagement, BEM) is a legally regulated procedure under Section 167 (2)&#xa0;of the German Social Code IX designed to support employees after prolonged sickness absence. This qualitative interview study examines (1)&#xa0;how eligible employees perceive BEM and (2)&#xa0;which factors contribute to their acceptance or rejection of the procedure.Sixteen public sector employees entitled to participate in BEM were interviewed using semi-structured interviews. Data were analyzed inductively following Mayring’s qualitative content analysis approach.The findings indicate that employees’ perceptions of BEM are shaped by the quality of information provided, the manner of initial contact, the individual health situation, and organizational conditions. Positive attitudes toward BEM were expressed when communication was perceived as empathetic, support as genuine, and proposed measures as tailored to individual needs. Rejection was associated with insufficient knowledge about the procedure, limited health literacy, formalized or impersonal communication, and prior negative experiences.The study highlights the interplay between individual and organizational factors in the successful implementation of BEM. BEM thus represents not only a structured return-to-work procedure but also an expression of organizational responsibility and workplace culture of care.</p><p><i>Practical Relevance</i>: The findings emphasize the importance of organizational conditions for how BEM is perceived and accepted by eligible employees. Employers should ensure transparent and comprehensible information about the legally regulated procedure, use respectful and individualized communication strategies, and strengthen organizational competencies in managing BEM processes. A structured and empathetic implementation of BEM can contribute not only to successful workplace reintegration but also to fostering trust and a culture of organizational responsibility.</p>

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Das subjektive Erleben von BEM-Angeboten und Prozessen aus Sicht von anspruchsberechtigten Beschäftigten – eine qualitative Interviewstudie

  • 期刊论文

  • 出版模式：

    开放获取

  • 发表日期：

    2026年2月13日

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  • Martin Lange,
  • Sonja Goray,
  • Andrea Schaller

摘要

German company-based return-to-work management (Betriebliches Eingliederungsmanagement, BEM) is a legally regulated procedure under Section 167 (2) of the German Social Code IX designed to support employees after prolonged sickness absence. This qualitative interview study examines (1) how eligible employees perceive BEM and (2) which factors contribute to their acceptance or rejection of the procedure.Sixteen public sector employees entitled to participate in BEM were interviewed using semi-structured interviews. Data were analyzed inductively following Mayring’s qualitative content analysis approach.The findings indicate that employees’ perceptions of BEM are shaped by the quality of information provided, the manner of initial contact, the individual health situation, and organizational conditions. Positive attitudes toward BEM were expressed when communication was perceived as empathetic, support as genuine, and proposed measures as tailored to individual needs. Rejection was associated with insufficient knowledge about the procedure, limited health literacy, formalized or impersonal communication, and prior negative experiences.The study highlights the interplay between individual and organizational factors in the successful implementation of BEM. BEM thus represents not only a structured return-to-work procedure but also an expression of organizational responsibility and workplace culture of care.

Practical Relevance: The findings emphasize the importance of organizational conditions for how BEM is perceived and accepted by eligible employees. Employers should ensure transparent and comprehensible information about the legally regulated procedure, use respectful and individualized communication strategies, and strengthen organizational competencies in managing BEM processes. A structured and empathetic implementation of BEM can contribute not only to successful workplace reintegration but also to fostering trust and a culture of organizational responsibility.