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 reintegration management system. The Hamburg model is particularly popular, with a gradual reintegration into the company. Working hours are 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. This allows them to slowly get used to their 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 parties involved and decision-makers must agree to the reintegration. These include the employer, employee, health insurance fund and the treating doctor.
This is usually preceded by a prolonged period of incapacity for work certified by a doctor. An absence due to incapacity for work of at least six weeks per year is considered a longer period. Employers are obliged to offer their employees reintegration after a long period of absence due to illness and to propose the appropriate measures. However, employees are not obliged to accept this offer. They may also return to work 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 their 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 the 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 the working hours in the form of weekly working hours. However, the company may decide when these working hours are to be worked.
The phased 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. The doctor may also decide whether reintegration is to be terminated prematurely or shortened.
Very important: During the integration period, employees are still 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 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 in 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 their daily work routine.
It is important to note that reintegration is still covered by incapacity for work and therefore the recording of working hours must be omitted. However, employers do not pay wages for this. Employees continue to receive sick pay from the health insurance fund during the reintegration period.
