BGM 3-Pillar Model
What are the 3 pillars of the BGM model?
Note: based on German law. BGM rests on three pillars: occupational safety and health protection (mandatory), workplace reintegration management/BEM (mandatory), and workplace health promotion/BGF (voluntary). Without the mandatory pillars, the whole BGM structure is legally unstable — no matter how much BGF is done.
The 3 pillars at a glance
| Pillar | Status | Legal Basis | Core Obligation |
|---|---|---|---|
| 1. Occupational Safety & Health Protection | Mandatory | ArbSchG, ASiG (German Occupational Safety Act, Safety Specialists Act) | Risk assessment, safety briefings |
| 2. Workplace Reintegration Management | Mandatory | SGB IX § 167 (German Social Code) | BEM offer required after 42 days of incapacity to work |
| 3. Workplace Health Promotion | Voluntary | § 20b SGB V (statutory duty of health funds to support it) | none — but subsidized |
The BGM house model
BGM can be pictured as a house: the roof is management itself — steering, goal-setting, evaluating results. The three pillars carry that roof. If either of the two mandatory pillars is missing, the house is unstable, no matter how much is invested in the voluntary third pillar.
Pillars 1 and 2: the statutory obligations
Occupational safety and health protection covers the risk assessment (physical and psychological, under German ArbSchG § 5), safety briefings, and their documentation — mandatory from the very first employee. Workplace reintegration management (BEM) kicks in as soon as an employee has been unable to work for more than six weeks (42 days) within a twelve-month period (German SGB IX § 167): the employer must offer a BEM conversation — participation is voluntary for the employee, but the offer is not optional for the employer.
Pillar 3: the voluntary but subsidized pillar
Workplace health promotion (BGF) is voluntary — but it covers the measures most commonly equated with BGM in public perception: exercise programs, nutrition counseling, stress prevention. Under German SGB V § 20b, statutory health insurers are required to support BGF, with subsidies of up to €600 per employee per year available. This pillar mainly drives employee satisfaction and employer branding, not legal compliance.
Key takeaways
- 3 pillars (per German law: ArbSchG, SGB IX, SGB V): occupational safety (mandatory), BEM (mandatory), BGF (voluntary)
- Without the mandatory pillars, BGM is legally unstable, no matter how much BGF is done
- BEM applies after 42 days of incapacity to work within 12 months (SGB IX § 167)
- BGF is subsidized by statutory health insurers under SGB V § 20b with up to €600/employee/year
Frequently asked questions
Is it enough to cover only the two mandatory pillars?+
Legally, yes — occupational safety and BEM satisfy the statutory minimum requirements. But for employee retention, reducing sick leave, and employer attractiveness, the voluntary third pillar (BGF) is a worthwhile addition.
In what order should we build out the pillars?+
Secure the mandatory pillars first (risk assessment, BEM process) — otherwise you risk fines and liability exposure. Only after that does it make sense to systematically expand the voluntary BGF pillar.
Which pillar does a health day count toward?+
The third pillar, workplace health promotion — unless it explicitly implements measures identified in the risk assessment, in which case it counts toward pillar 1.
Map all three pillars in one place
EasyBGM combines risk assessment, the BEM process, and health promotion in a single system.
Sources
- § 5 ArbSchG — Assessment of Working Conditions ↗
- § 167 SGB IX — Prevention (BEM) ↗
- § 20b SGB V — Workplace Health Promotion ↗
Last updated: 2026-07-06. Not legal or tax advice — have your specific case reviewed by a professional.