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The figures are frightening: Even small companies pay six-figure personnel costs for sick employees (companies with 300 employees and 11.7 sick days per employee/year, EUR 180 employer cost rate per employee day, EUR 135,000 personnel costs for sick days). However, 36% of small and medium-sized companies introduce occupational health management and only around a third of these establish health management as a

"If you think you have no time for your health, sooner or later you will have time to be sick." (Chinese proverb) Many companies have now recognized that it is worth investing in the health of their employees. In addition to higher productivity and less absenteeism, a well-positioned OHM can also increase employee loyalty and improve employee satisfaction.

You probably know the situation: your superiors are constantly demanding top performance and the company health program recommends slowing down and relaxing at the same time. This feels like a contradiction and often leads to even more stress and a feeling of strain. But with the healthy high performance approach, both can be combined. The result: better work results, good health, an increased

What is actually meant by hybrid occupational health management (OHM) and how do you set up hybrid OHM campaigns? We talk about this with Thomas Artmann, Managing Director of a consultancy specializing in occupational health management and trainer at the Haufe Akademie. Mr. Artmann, what is hybrid OHM? Hybrid OHM is the combination of digital and analog health management measures.

In Germany, every tenth employee is in an acute grieving process. With 45 million people currently in employment in Germany, that is around 4.5 million employees. The topic of "bereavement in the workplace" is also becoming increasingly important due to the ever-increasing average age of employees and the rising retirement age. Every bereavement harbors enormous risks: be it

Company reintegration management (BEM) is a success story - if it is implemented correctly. Unfortunately, mistakes are often made during implementation. These usually not only lead to legally dubious reintegration management, but also make it more difficult for it to be successful. Here are the 10 most common mistakes in BEM and how you can avoid them: 1. mistake: wrong invitation Many mistakes

Imagine that employees in your company start work every day full of energy - not just today, but also in ten or twenty years' time. They remain productive, mentally fit, committed and feel good about their work in the long term. Sounds utopian? That's exactly what Longevity is all about. Individual health development is combined with strategic corporate responsibility

Does vacation lapse in the event of prolonged illness? Are those affected obliged to participate in company integration management? And how can employees work remotely from abroad? Next year will also see many legal changes that HR managers will have to take into account in their day-to-day work. experts from the Haufe Akademie will provide answers to your questions at the "Year-end HR conference". The most important

/digital-suite/blog/ds-employee-developmentHuman resources departments today find themselves in a context of change: flexible working models, remote work and flat hierarchies are increasingly in demand, especially among young employees. At the same time, digitalization and automation are making many administrative tasks in HR Management easier and faster. This environment rewards companies that take a strategic approach to HR issues - not least in view of the shortage of skilled workers,

We all want crisp and results-oriented meetings: Topic, facts, discussion, decision. But unfortunately, most debates are quite different: they drag on, are not very results-oriented and lack objectivity. But don't worry: successful discussion and argumentation is possible and absolutely not rocket science. When the facts are on the table

Mental stress is becoming increasingly important in today's working world. Stress, conflicts, personal crises or mental illness can have a negative impact on the well-being and performance of employees. Companies are faced with the challenge of being economically successful while at the same time promoting the mental health of their workforce. Executives, HR managers, people in key positions (e.g.

How does BEM work in practice in a medium-sized company? Julia Hindorf, BEM coordinator at the Haufe Group, on the willingness of employees to participate in BEM, lessons learned and a continuous improvement process in BEM. Ms. Hindorf, can you please describe a typical BEM process in your company? We use the BEM - as required by the