TK Health Report 2025
What does the TK Health Report 2025 say — and what does it mean for employers?
Note: refers to German law. TK's 2024 sick-leave report shows a 5.23% sick leave rate and 19.1 absence days per employee. Age-adjusted mental health disorders rose 159% (2006–2024). For employers: psychosocial risk assessment (Sec. 5 ArbSchG), reintegration management (Sec. 167 SGB IX), and tax-free workplace health promotion (Sec. 3 No. 34 EStG).
TK Sick Leave Report 2024: Key Findings and BGM Implications
| Report Finding | What It Means for Employers | BGM Measure |
|---|---|---|
| Sick leave rate 2024: 5.23% (prior year: 5.31%) | Slight decline, but structurally high level | Systematic workplace health management (BGM) for sustainable reduction |
| Avg. 19.1 absence days per employee, 2024 | Continued wage payment costs: avg. ~€2,865 per employee/year (at €150/day) | Workplace health promotion measures under Sec. 20 SGB V — eligible for statutory health insurance funding |
| Mental health disorders: +4.2% vs. 2023 | Most common single cause of long-term sick leave | Psychosocial risk assessment (Sec. 5 ArbSchG) + stress management course (Sec. 20 SGB V) |
| Long-term trend: mental health disorders +159% (2006→2024, age-adjusted) | Structural increase — not a temporary trend | Permanent BGM system, not one-off actions |
| Climate change: 60% of employees feel effects in the workplace | New sources of strain — heat protection, psychological resilience | Psychosocial risk assessment update for climate risks (2025 special topic report) |
What the TK 2024 sick-leave report really shows — beyond the headline
Note: This section refers to German statutory health insurance data and German law. The TK Health Report is published annually and is based on billing data from around 5 million TK-insured employees in Germany. That makes it the largest health-insurer-specific dataset in the country. It shows not just how sick employees are, but why.
The sick leave rate fell in 2024 from 5.31% to 5.23% — a marginal decline after the record year 2023. Structurally, the level remains high. 19.1 absence days per employee means each employee is out, on average, for nearly 4 weeks per year.
What makes TK's 2025 special topic report distinctive: for the first time, it systematically analyzes the link between climate change and workplace health. 60% of employees report that climate change is affecting their workplace. 93.2% consider a healthy workplace an important attractiveness factor — making BGM an employer-branding topic as well.
What employers must concretely take from the TK report
Three statutory obligations under German law are directly addressed by the TK data:
First: Psychosocial risk assessment (Sec. 5 ArbSchG). The long-term rise in mental health disorders (+159% age-adjusted) is a structural finding — not an opinion. Under German law, employers are required to identify and assess psychosocial hazards and derive measures. If the assessment is missing: fines of up to €30,000 (Sec. 25 ArbSchG).
Second: Reintegration management / BEM (Sec. 167 SGB IX). At 19.1 absence days per employee, the 42-day BEM threshold is regularly exceeded. Employers who fail to initiate BEM risk having subsequent dismissals ruled invalid (Federal Labor Court ruling BAG 7 AZR 698/14).
Third: Tax-free workplace health promotion (Sec. 3 No. 34 EStG). Up to €600 per employee per year can be spent tax-free on certified workplace health promotion measures. Stress and relaxation courses, exercise programs, nutrition counseling — all eligible for funding under Sec. 20 SGB V and tax-deductible.
- Conduct the psychosocial risk assessment and repeat every 3–5 years (immediately upon significant changes)
- Monitor BEM deadlines daily — 42 days triggers a mandatory invitation to the reintegration process
- Use the full BGF budget of up to €600 per employee/year — a tax-free benefit
- Enrich the BGM report with TK data — makes the case for action visible to leadership
- Add climate risks to the psychosocial risk assessment (heat, extreme weather events, psychological strain)
TK Health Report and BGM compliance: what's mandatory vs. what's optional
Note: refers to German law. The TK report itself creates no legal obligations — it's an informational document. What is mandatory are the laws its data illustrates. The distinction matters:
Mandatory (not optional): psychosocial risk assessment (Sec. 5 and Sec. 25 ArbSchG), reintegration management / BEM (Sec. 167 SGB IX), occupational safety committee (Sec. 11 ASiG). These obligations exist regardless of sick leave rates or company size.
Optional — but with strong ROI: workplace health promotion measures (Sec. 20 SGB V), tax-free BGM benefit allowance (Sec. 3 No. 34 EStG), statutory health insurance subsidies for courses (Sec. 20b SGB V). "Optional" here doesn't mean "unimportant" — it means "no fine for not doing it." According to IGA Report 40, the median ROI of workplace health promotion is 1:2.7.
Practical recommendation: cite the TK report in your annual BGM report. It's a recognized secondary data source — leadership, works councils, and health insurers accept it as a basis for investment decisions.
Related measures & topics
Key takeaways
- Note: figures and legal references relate to Germany. Sick leave rate 2024: 5.23% (TK) — a slight decline after the record year 2023 (5.31%), but structurally high
- 19.1 absence days per employee in 2024 — equivalent to avg. ~€2,865 in continued wage payments per employee/year
- Mental health disorders up 159% age-adjusted since 2006 — psychosocial risk assessment and reintegration management are no longer optional
- 60% of employees feel the effects of climate change in the workplace — add climate risks to the psychosocial risk assessment
- Use the TK report as an external data source in leadership BGM reporting — strengthens the case for investment
Frequently asked questions
How often is the TK Health Report published?+
Annually, usually in spring. The report always analyzes the prior year: the TK 2025 sick-leave report is based on 2024 sick-leave data. Additional special topic reports are also published — in 2025, for example, on climate change and health. Publisher: Techniker Krankenkasse (TK), available free as a PDF.
Does the TK report only apply to companies with TK-insured employees?+
No. The TK Health Report is cross-industry and structurally representative of the German workforce — even though it formally reflects only TK-insured members. All major German health insurer reports (TK, DAK, AOK, BARMER) show similar trends. Companies with a different insurer mix can apply the findings.
What's the difference between the TK Health Report and the DAK Psych Report?+
The TK Health Report is a full report covering all causes of sick leave — mental health, physical illness, respiratory conditions, injuries. The DAK Psych Report focuses exclusively on mental health disorders. Both are useful for BGM arguments: TK for the overall picture, DAK for the mental-health agenda specifically.
Can I use the TK Health Report in my BGM report to leadership?+
Yes — and it's recommended. The TK report is a recognized, scientifically grounded secondary source. Leadership reports become more persuasive when external data (TK sick leave figures + IGA ROI) is combined with internal metrics (your own sick leave rate, BEM rates, risk assessment status). This builds a case for action without placing internal blame.
Turn TK report compliance into action, directly
Psychosocial risk assessment, BEM deadlines, and BGF documentation in one system — EasyBGM handles what the TK report identifies as mandatory.
Sources
- TK Health Report 2025 (Sick Leave Report) — Techniker Krankenkasse ↗
- Sec. 5 ArbSchG — Assessment of Working Conditions ↗
- Sec. 167 SGB IX — Prevention (Reintegration Management Obligation) ↗
- IGA Report 40: Effectiveness and Benefits of Workplace Health Promotion ↗
Last updated: 2026-06-27. Not legal or tax advice — have your specific case reviewed by a professional.