After a long absence due to illness, it can be difficult for employees to find their way back to work. This is why most companies have a sophisticated integration management system. The Hamburg model is particularly popular, with gradual reintegration into the company. Working time is a decisive factor here.
Gradual reintegration into the company
The so-called Hamburg model is a form of reintegration that gradually increases the workload and working hours of employees. In this way, they slowly get used to the daily work routine again, find their way around any new structures and get to know the work processes anew.
Certain conditions must be met for gradual reintegration to take place. Above all, all stakeholders and decision-makers must agree to the reintegration. This includes the employer, employee, health insurance company and the attending physician.
This is usually preceded by a longer period of incapacity for work, which has been certified by a doctor. An absence due to incapacity to work of at least six weeks per year is considered a longer period. Employers are obliged to offer their employees reintegration after a long absence due to illness and to propose the appropriate measures. However, employees are not obliged to accept this offer. They may also return to their workplace in this way.
Further prerequisites for gradual integration management are statutory health insurance and an entitlement to sick pay on the part of the employee. Furthermore, reintegration is only possible if the absent person returns to the old job.
For the implementation of gradual reintegration, a doctor draws up a reintegration plan or step-by-step plan.
The reintegration plan
The attending physician draws up the step-by-step plan in consultation with the patient. In order for reintegration to take place on the basis of the reintegration plan, the approval of the health insurance fund and employer is required.
The doctor proposes working hours in the form of weekly working hours. However, it is up to the company to decide when these working hours take place.
The step-by-step plan consists of four key aspects, all of which will be gradually adapted:
- Number of working hours
- Tasks
- Restrictions in the ability to work or what should be prevented
- Tools required
The last point is not always mentioned. Whether someone needs aids depends on the individual case.
There is also always an indication of the duration of the individual stages in the reintegration plan.
An example of a gradual reintegration plan could look like this:
The measures in the reintegration plan are binding and may only be changed in consultation with the attending physician. This person may also decide whether the reintegration is terminated prematurely or may be shortened.
Very important: During integration, employees continue to be classified as unfit for work and receive sick pay. This means that employers do not pay wages and working hours are not recorded electronically. Only when the reintegration is officially completed must the time recording be carried out as usual.
Conclusion
Employees are entitled to reintegration if they have been unfit for work for more than six weeks a year. However, there is no obligation to accept reintegration.
If reintegration is based on the Hamburg model, working hours are a decisive factor. The weekly working hours are increased every one to two weeks on the basis of a step-by-step plan. In this way, the reintegration measure slowly guides employees back into everyday working life.
It is important to note that reintegration is still covered by incapacity for work and therefore the recording of working hours must be omitted. But employers don’t pay wages for this either. Employees continue to receive sick pay from the health insurance fund during the reintegration period.
