Betriebliches Eingliederungsmanagement in Klein- und Mittelbetrieben. Rechtliche Anforderungen und Voraussetzungen einer erfolgreichen Umsetzung

Abstract

The awareness level of BEM is still very low even 7 years after its introduction. Small and medium-sized enterprises do not have any significant experiential knowledge of long-term incapacity for work and, hence, about BEM. Due to a lack of workers representation in many small and medium companies, management does not receive initiatives or support in implementation of BEM from employees' side. Employers prefer a central contact point providing them with the information and help needed, the common service units, however, being widely unknown in this context. Cost comparisons suggest that a company integration management might be more cost-effective than dismissing employees who are incapacitated for some fields of work. These findings might even hold true for small and medium-sized companies. Social insurance institutions are aware of company integration management; however there is a substantial lack of experience. There is some evidence that incentives and bonuses according to Section 84, 3 SGB IX would not have any significant impact on the implementation of company integration management in small and medium-sized enterprises. POLICY RECOMMENDATION: All relevant actors in the field of company integration management should reassess their possibilities to advocate integration management. Not only employees but also employers and social security institutions will benefit from comprehensive implementation of company integration management.