{"id":5086,"date":"2026-07-19T12:09:30","date_gmt":"2026-07-19T10:09:30","guid":{"rendered":"https:\/\/bwlaw.de\/knowledge-base\/bem-meeting-germany\/"},"modified":"2026-10-22T17:28:41","modified_gmt":"2026-10-22T15:28:41","slug":"bem-meeting-germany","status":"publish","type":"page","link":"https:\/\/bwlaw.de\/en\/knowledge-base\/bem-meeting-germany\/","title":{"rendered":"BEM in Germany: the reintegration meeting after long sick leave \u2014 your rights"},"content":{"rendered":"\r\n<div id=\"progress\" aria-hidden=\"true\"><\/div>\r\n\r\n<header>\r\n  <div class=\"wrap\">\r\n    <a href=\"\/en\/\" class=\"brand\" aria-label=\"BWLAW\"><img loading=\"lazy\" decoding=\"async\" src=\"\/wp-content\/themes\/bwlaw-child-1\/assets\/img\/logo-bw.png\" alt=\"BWLAW \u2013 law firm in Germany\" width=\"42\" height=\"28\"><\/a>\r\n    <nav aria-label=\"Main navigation\">\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/construction-law\/\">Construction law<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/debt-collection\/\">Debt collection<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/company-formation\/\">Corporate law<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/\">Employment law<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/\" class=\"active\">Knowledge base<\/a>\r\n      <a href=\"\/en\/#zespol\">Team<\/a>\r\n    <\/nav>\r\n    <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"btn\">Contact us <span class=\"arr\">\u2192<\/span><\/a>\r\n    <button class=\"burger\" aria-label=\"Menu\">\u2630<\/button>\r\n  <\/div>\r\n<\/header>\r\n\r\n<section class=\"shero\" style=\"padding-bottom:3.5rem\">\r\n  <div class=\"glow\"><\/div>\r\n  <div class=\"wrap\" style=\"grid-template-columns:1fr\">\r\n    <div>\r\n      <nav class=\"crumbs\" aria-label=\"Breadcrumbs\"><a href=\"\/en\/\">Home<\/a><span>\/<\/span><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/\">Knowledge base<\/a><span>\/<\/span><b>Employment<\/b><\/nav>\r\n      <span class=\"eyebrow\">Employment<\/span>\r\n      <h1 style=\"max-width:30ch\">BEM in Germany: the reintegration meeting after long sick leave \u2014 your rights<\/h1>\r\n      <p class=\"lead\">If you have been unfit for work for more than six weeks within a year, your German employer must offer you a BEM \u2014 a structured return-to-work meeting. Here is what the procedure involves, who may accompany you, what you do not have to sign, and what actually happens if you do not show up.<\/p>\r\n      <div class=\"art-meta\">\r\n        <img decoding=\"async\" src=\"\/wp-content\/themes\/bwlaw-child-1\/assets\/img\/dr-artur-barczewski.webp\" alt=\"Dr. Artur Barczewski\" loading=\"lazy\">\r\n        <div><b>Dr. Artur Barczewski<\/b>niedergelassener europ\u00e4ischer Rechtsanwalt \/ Radca prawny<\/div>\r\n        <div style=\"margin-left:1rem;border-left:1px solid rgba(255,255,255,.25);padding-left:1rem\">\u2248 7 min read<br>updated: July 2026<\/div>\r\n      <\/div>\r\n    <\/div>\r\n  <\/div>\r\n<\/section>\r\n\r\n<article class=\"sec\">\r\n  <div class=\"wrap\">\r\n    <div class=\"prose rv\" style=\"font-size:1.02rem\">\r\n      <style>\r\n.prose .bwsum{margin:2.4rem 0 2.8rem;border:1px solid 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strong{font-family:var(--font-head);font-size:clamp(1.5rem,4vw,2.1rem);font-weight:700;color:#E8946B;line-height:1;white-space:nowrap}.prose .bwprob__key span{font-size:.88rem;color:rgba(255,255,255,.88);line-height:1.45}.prose .bwprob__cols{display:flex;align-items:stretch;margin:0;padding:0;list-style:none;position:relative;z-index:1}.prose .bwprob__cols li{flex:1 1 0;display:flex;align-items:stretch;margin:0;padding:0;list-style:none}.prose .bwprob__cols li+li:before{content:\"\";flex:0 0 22px;align-self:center;height:14px;background:#E8946B;clip-path:polygon(0 35%,55% 35%,55% 0,100% 50%,55% 100%,55% 65%,0 65%);margin:0 4px}.prose .bwprob__c{flex:1;background:rgba(255,255,255,.06);border:1px solid rgba(255,255,255,.13);border-radius:16px;padding:.9rem .95rem}.prose .bwprob__c svg{display:block;width:30px;height:30px;margin:0 0 .5rem}.prose .bwprob__c b{display:block;font-family:var(--font-head);font-size:.98rem;color:#fff;margin:0 0 .3rem}.prose .bwprob__c span{display:block;font-size:.86rem;line-height:1.5;color:rgba(255,255,255,.8);hyphens:auto;overflow-wrap:break-word}.prose .bwprob__c--act{background:var(--terra,#C25531);border-color:var(--terra,#C25531)}.prose .bwprob__c--act span{color:#fff}.prose .bwprob__rule{margin:1rem 0 0;font-size:.84rem;color:rgba(255,255,255,.72);position:relative;z-index:1;line-height:1.5}.prose .bwprob__rule b{color:#fff}\r\n@media (max-width:640px){.prose .bwprob__cols,.prose .bwsum__steps{flex-direction:column}.prose .bwprob__cols li,.prose .bwsum__steps li{flex-direction:column}.prose .bwprob__cols li+li:before,.prose .bwsum__steps li+li:before{flex:0 0 18px;width:14px;height:18px;margin:4px auto;clip-path:polygon(35% 0,65% 0,65% 55%,100% 55%,50% 100%,0 55%,35% 55%)}}\r\n@media (max-width:560px){.prose .bwsum__grid,.prose .bwsum__grid--2,.prose .bwsum__cmp{grid-template-columns:1fr}.prose .bwsum__row{grid-template-columns:1fr}.prose .bwsum__bar{font-size:.66rem}.prose .bwprob__key{flex-direction:column;align-items:flex-start;gap:.4rem}.prose .bwsum__tbl thead{display:none}.prose .bwsum__tbl,.prose .bwsum__tbl tbody,.prose .bwsum__tbl tr,.prose .bwsum__tbl td{display:block;width:auto}.prose .bwsum__tbl tr{border-top:1px solid var(--line,#E5DED6);padding:.55rem .75rem}.prose .bwsum__tbl tr:first-child{border-top:0}.prose .bwsum__tbl td{border:0;padding:.08rem 0}.prose .bwsum__tbl td[data-l]:before{content:attr(data-l) \": \";font-weight:600;color:var(--ink-soft,#4A4642)}}\r\n<\/style>\r\n<figure class=\"bwprob\" aria-label=\"Refusing a BEM: no direct penalty, but a weaker position if dismissed later\" style=\"margin-left:0;margin-right:0\"><p class=\"bwprob__eye\">The problem in one picture<\/p><p class=\"bwprob__t\">Refusing a BEM: no direct penalty, but a weaker position if dismissed later<\/p><p class=\"bwprob__lead\">Participation is voluntary. Staying away leads to neither a written warning nor a dismissal. The consequence only shows in a later illness-related dismissal case.<\/p><div class=\"bwprob__key\"><strong>6 weeks<\/strong><span>of incapacity in total within the last twelve months. From then on the employer must offer a BEM, even after several shorter sick notes.<\/span><\/div><ol class=\"bwprob__cols\"><li><div class=\"bwprob__c\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#E8946B\" stroke-width=\"1.8\" stroke-linecap=\"round\" stroke-linejoin=\"round\" aria-hidden=\"true\"><path d=\"M12 3 2.5 20h19z\"\/><path d=\"M12 10v4.5\"\/><circle cx=\"12\" cy=\"17.2\" r=\".6\" fill=\"#E8946B\"\/><\/svg><b>The risk<\/b><span>After a refusal the missing BEM becomes neutral. The employer finds an illness-related dismissal considerably easier to defend.<\/span><\/div><\/li><li><div class=\"bwprob__c\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#E8946B\" stroke-width=\"1.8\" stroke-linecap=\"round\" stroke-linejoin=\"round\" aria-hidden=\"true\"><circle cx=\"12\" cy=\"12\" r=\"9\"\/><path d=\"M15.5 8.6a4.2 4.2 0 1 0 0 6.8\"\/><path d=\"M7 10.8h6M7 13.2h6\"\/><\/svg><b>What it costs<\/b><span>The missing BEM no longer helps in a dismissal case. The forum for lighter duties, an adapted workstation or a gradual return is lost as well.<\/span><\/div><\/li><li><div class=\"bwprob__c bwprob__c--act\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#fff\" stroke-width=\"1.9\" stroke-linecap=\"round\" stroke-linejoin=\"round\" aria-hidden=\"true\"><circle cx=\"12\" cy=\"12\" r=\"9\"\/><path d=\"m7.8 12.3 2.8 2.8 5.6-5.8\"\/><\/svg><b>What to do<\/b><span>Do not ignore the invitation. If a date does not work, send a short note asking for a new one. A person of trust may come along.<\/span><\/div><\/li><\/ol><p class=\"bwprob__rule\"><b>Rule of thumb:<\/b> attend, but there is no need to disclose diagnoses. Describing the work-related limitations is enough.<\/p><\/figure>\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">What is a BEM?<\/h3>\r\n      <p>BEM stands for \u201ebetriebliches Eingliederungsmanagement&#8221; \u2014 occupational reintegration management. Under section 167 (2) of the German Social Code IX (SGB IX), every employer must offer this procedure to any employee \u2014 disabled or not \u2014 who has been unfit for work for more than six weeks within the last twelve months. The purpose is to find out how the incapacity can be overcome, how new absences can be prevented and how the job can be preserved. The Federal Labour Court describes the BEM as an open-ended search process:<\/p>\r\n      <blockquote style=\"margin:1.6rem 0;padding:1.2rem 1.5rem;background:rgba(194,85,49,.08);border-left:3px solid var(--terra);border-radius:0 14px 14px 0\">\r\n        <p style=\"font-style:italic;margin-bottom:.7rem\">\u201eDas bEM ist ein verlaufs- und ergebnisoffener Suchprozess, der individuell angepasste L\u00f6sungen zur Vermeidung zuk\u00fcnftiger Arbeitsunf\u00e4higkeit ermitteln soll.&#8221;<\/p>\r\n        <p style=\"margin-bottom:.7rem\">\u201eThe BEM is a search process, open as to its course and outcome, intended to identify individually tailored solutions to avoid future incapacity for work.&#8221;<\/p>\r\n        <p style=\"font-size:.85rem;color:var(--ink-soft);margin:0\">Federal Labour Court (BAG), judgment of 15 December 2022, 2 AZR 162\/22 \u2014 own translation<\/p>\r\n      <\/blockquote>\r\n      <p>In practice it is one or several meetings about concrete solutions: adapting your workstation, a different role, changed working hours, gradual return to work (Wiedereingliederung), rehabilitation or benefits from social insurance institutions.<\/p>\r\n\r\n      <figure class=\"bwsum\" aria-label=\"The BEM: an open-ended search for solutions\" style=\"margin-left:0;margin-right:0\"><p class=\"bwsum__eye\">At a glance<\/p><p class=\"bwsum__t\">The BEM: an open-ended search for solutions<\/p><div class=\"bwsum__grid bwsum__grid--2\"><div class=\"bwsum__c\"><b>Who it covers<\/b><span>Any employee, disabled or not, who has been unfit for work for more than six weeks within the last twelve months.<\/span><span class=\"bwsum__p\">section 167 (2) SGB IX<\/span><\/div><div class=\"bwsum__c\"><b>The aim<\/b><span>Overcome the incapacity, prevent new absences and preserve the job.<\/span><\/div><div class=\"bwsum__c\"><b>The format<\/b><span>One or several meetings, open as to course and outcome.<\/span><span class=\"bwsum__p\">BAG 2 AZR 162\/22<\/span><\/div><div class=\"bwsum__c\"><b>Possible solutions<\/b><span>Adapted workstation, a different role, changed working hours, gradual return (Wiedereingliederung), rehabilitation.<\/span><\/div><\/div><\/figure>\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">When must the employer offer a BEM?<\/h3>\r\n      <ul>\r\n        <li>more than six weeks of incapacity in total within the last twelve months \u2014 counted back from today, not per calendar year,<\/li>\r\n        <li>shorter sick notes are added together \u2014 with a five-day week that is roughly 30 working days,<\/li>\r\n        <li>the type and cause of the illnesses are irrelevant.<\/li>\r\n      <\/ul>\r\n      <p>The initiative lies with the employer. If no invitation comes, it is mainly the employer who suffers the consequences in a later dismissal case. You, on the other hand, cannot enforce a BEM in court \u2014 the Federal Labour Court has ruled that the provision gives employees no individual claim (BAG, judgment of 7 September 2021, 9 AZR 571\/20). A missing BEM does, however, strengthen your position considerably if you are dismissed later \u2014 see our article on <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/dismissal-after-sick-leave-bem\/\">dismissal without a BEM<\/a>.<\/p>\r\n\r\n      <figure class=\"bwsum\" aria-label=\"The threshold: more than six weeks in twelve months\" style=\"margin-left:0;margin-right:0\"><p class=\"bwsum__eye\">At a glance<\/p><p class=\"bwsum__t\">The threshold: more than six weeks in twelve months<\/p><div class=\"bwsum__stats\"><div class=\"bwsum__stat\"><strong class=\"bwsum__num\">6 weeks<\/strong><span>of incapacity in total within the last twelve months, counted back from today, not per calendar year<\/span><\/div><div class=\"bwsum__stat\"><strong class=\"bwsum__num\">\u2248 30<\/strong><span>working days with a five-day week. Shorter sick notes are added together.<\/span><\/div><\/div><div class=\"bwsum__warn\"><b>The initiative lies with the employer:<\/b> if no invitation comes, it is mainly the employer who suffers the consequences in a later dismissal case.<\/div><p class=\"bwsum__note\">The type and cause of the illnesses are irrelevant. Employees cannot enforce a BEM in court (BAG 9 AZR 571\/20).<\/p><\/figure>\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Who takes part \u2014 and who may accompany you?<\/h3>\r\n      <ul>\r\n        <li>the employer, usually HR or your line manager,<\/li>\r\n        <li>you \u2014 without your consent no BEM takes place at all,<\/li>\r\n        <li>the works council, but only if you agree,<\/li>\r\n        <li>the representative body for severely disabled employees, where applicable,<\/li>\r\n        <li>the company doctor if needed, and rehabilitation providers or the Integration Office where benefits come into play.<\/li>\r\n      <\/ul>\r\n      <p>Since June 2021 you additionally have the right to bring a person of trust of your own choosing (section 167 (2) sentence 2 SGB IX) \u2014 a family member, a colleague or a lawyer. You bear the costs, but the employer cannot refuse their presence. For employees whose German is not fluent, this is doubly valuable.<\/p>\r\n\r\n      <figure class=\"bwsum\" aria-label=\"Who sits at the table, and on what condition\" style=\"margin-left:0;margin-right:0\"><p class=\"bwsum__eye\">At a glance<\/p><p class=\"bwsum__t\">Who sits at the table, and on what condition<\/p><table class=\"bwsum__tbl\"><thead><tr><th>Who<\/th><th>When<\/th><th>Good to know<\/th><\/tr><\/thead><tbody><tr><td>Employer<\/td><td data-l=\"When\">always<\/td><td data-l=\"Good to know\">usually HR or the line manager<\/td><\/tr><tr><td>Employee<\/td><td data-l=\"When\">always<\/td><td data-l=\"Good to know\">without consent no BEM takes place<\/td><\/tr><tr><td>Works council<\/td><td data-l=\"When\">only if the employee agrees<\/td><td data-l=\"Good to know\">the employee decides<\/td><\/tr><tr><td>Representative body for severely disabled employees<\/td><td data-l=\"When\">where applicable<\/td><td data-l=\"Good to know\">\u2013<\/td><\/tr><tr><td>Company doctor<\/td><td data-l=\"When\">if needed<\/td><td data-l=\"Good to know\">\u2013<\/td><\/tr><tr><td>Rehabilitation providers, Integration Office<\/td><td data-l=\"When\">where benefits come into play<\/td><td data-l=\"Good to know\">\u2013<\/td><\/tr><tr><td>Person of trust<\/td><td data-l=\"When\">on request, since June 2021<\/td><td class=\"bwsum__yes\" data-l=\"Good to know\">costs borne by the employee, the employer cannot refuse their presence<\/td><\/tr><\/tbody><\/table><p class=\"bwsum__note\">The person of trust can be a family member, a colleague or a lawyer (section 167 (2) sentence 2 SGB IX). Doubly valuable for employees whose German is not fluent.<\/p><\/figure>\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Do you have to agree?<\/h3>\r\n      <p>No. Participation is voluntary \u2014 the procedure only takes place with your consent and involvement, and nobody can force you into it. Before you decline or ignore the invitation, though, you should know the concrete consequences.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">What actually happens if you do not show up?<\/h3>\r\n      <p>Directly \u2014 nothing. Because participation is voluntary, neither staying away from the meeting nor withholding consent breaches your contractual duties. The employer cannot issue a written warning (Abmahnung) for it, let alone dismiss you for that reason. If you do not react at all, the employer will usually set a deadline and announce that silence will be treated as a refusal \u2014 and that is where its leverage ends.<\/p>\r\n      <p>The real consequence appears later, if you are <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/dismissal-due-to-illness-germany\/\">dismissed for illness-related reasons<\/a>. After your refusal the missing BEM becomes neutral \u2014 the court applies the ordinary burden of proof, as if no BEM duty had ever existed, which makes the dismissal considerably easier to defend. The Federal Labour Court puts it plainly:<\/p>\r\n      <blockquote style=\"margin:1.6rem 0;padding:1.2rem 1.5rem;background:rgba(194,85,49,.08);border-left:3px solid var(--terra);border-radius:0 14px 14px 0\">\r\n        <p style=\"font-style:italic;margin-bottom:.7rem\">\u201eAnderenfalls spricht der Umstand, dass ein Arbeitnehmer nicht zu seiner (weiteren) Durchf\u00fchrung bereit ist, grunds\u00e4tzlich dagegen, dass durch ein bEM mildere Mittel als die K\u00fcndigung h\u00e4tten identifiziert werden k\u00f6nnen.&#8221;<\/p>\r\n        <p style=\"margin-bottom:.7rem\">\u201eOtherwise, the fact that an employee is not prepared to take part in its (further) conduct generally speaks against the assumption that a BEM could have identified milder means than dismissal.&#8221;<\/p>\r\n        <p style=\"font-size:.85rem;color:var(--ink-soft);margin:0\">Federal Labour Court (BAG), judgment of 15 December 2022, 2 AZR 162\/22 \u2014 own translation<\/p>\r\n      <\/blockquote>\r\n      <p>There is an exception: if you refused precisely because the employer ran the procedure incorrectly \u2014 for instance by making a signed blanket data consent a condition \u2014 your refusal does not count against you. The court assesses this in the individual case.<\/p>\r\n      <p>On top of that comes the practical loss: you give up the forum in which lighter duties, an adapted workstation or a gradual return could have been agreed. In most situations we therefore advise against ignoring the invitation. And if you cannot attend a meeting, do not stay silent \u2014 send a short note and ask for a new date.<\/p>\r\n\r\n      <figure class=\"bwsum\" aria-label=\"Not attending: no direct penalty, a weaker position later\" style=\"margin-left:0;margin-right:0\"><p class=\"bwsum__eye\">At a glance<\/p><p class=\"bwsum__t\">Not attending: no direct penalty, a weaker position later<\/p><ul class=\"bwsum__amp\"><li class=\"g\"><i><\/i><div><b>Directly<\/b><span>No written warning (Abmahnung), no dismissal. Staying away or withholding consent breaches no contractual duty.<\/span><\/div><\/li><li class=\"y\"><i><\/i><div><b>No reaction to the invitation<\/b><span>The employer usually sets a deadline and treats silence as a refusal. That is where its leverage ends.<\/span><\/div><\/li><li class=\"r\"><i><\/i><div><b>Later illness-related dismissal<\/b><span>The missing BEM becomes neutral. The dismissal is considerably easier to defend.<\/span><\/div><\/li><\/ul><div class=\"bwsum__warn\"><b>Exception:<\/b> the refusal was caused by the employer running the procedure incorrectly, for instance by requiring a signed blanket data consent. The court assesses this in the individual case.<\/div><p class=\"bwsum__note\">Source: BAG, judgment of 15 December 2022, 2 AZR 162\/22.<\/p><\/figure>\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Your health data \u2014 what you do not have to do<\/h3>\r\n      <p>You do not have to disclose diagnoses or release your doctors from confidentiality. Describing the work-related limitations is enough. A frequent employer mistake is making the start of the BEM conditional on your signing a pre-drafted data protection consent form. The Federal Labour Court rejected this clearly: written consent to the processing of health data is not a statutory precondition of a BEM (BAG, judgment of 15 December 2022, 2 AZR 162\/22). You may ask questions, propose your own wording or simply decline to sign \u2014 the procedure must still be able to start. BEM records must also be kept separately from your general personnel file.<\/p>\r\n    <figure class=\"bwsum\" aria-label=\"Health data: what employees do not have to do in a BEM\" style=\"margin-left:0;margin-right:0\"><p class=\"bwsum__eye\">At a glance<\/p><p class=\"bwsum__t\">Health data: what employees do not have to do in a BEM<\/p><div class=\"bwsum__cmp\"><div class=\"bwsum__col bwsum__col--bad\"><b>Not required<\/b><ul><li>Disclosing diagnoses<\/li><li>Releasing doctors from confidentiality<\/li><li>Signing a pre-drafted data protection consent form as a condition for the start<\/li><\/ul><\/div><div class=\"bwsum__col bwsum__col--good\"><b>Enough and allowed<\/b><ul><li>Describing the work-related limitations<\/li><li>Asking questions, proposing your own wording<\/li><li>Declining to sign, the procedure must still be able to start<\/li><\/ul><\/div><\/div><div class=\"bwsum__warn\"><b>BAG 2 AZR 162\/22:<\/b> written consent to the processing of health data is not a statutory precondition of a BEM.<\/div><p class=\"bwsum__note\">BEM records must be kept separately from the general personnel file.<\/p><\/figure>\r\n<\/div>\r\n\r\n    <div class=\"hl rv\" style=\"max-width:760px\">\r\n      <span class=\"eyebrow\">Checklist<\/span>\r\n      <h3>You received a BEM invitation<\/h3>\r\n      <ul style=\"margin:.6rem 0 0;padding-left:1.1rem\">\r\n        <li>reply within the stated deadline, preferably in writing,<\/li>\r\n        <li>decide who should accompany you: works council, person of trust, lawyer,<\/li>\r\n        <li>prepare a list of what aggravates your condition at work and what would concretely help,<\/li>\r\n        <li>do not sign blanket data consents on the spot,<\/li>\r\n        <li>take notes of every meeting and keep all correspondence,<\/li>\r\n        <li>if dismissal is in the air \u2014 have the documents reviewed by a lawyer first.<\/li>\r\n      <\/ul>\r\n    <\/div>\r\n\r\n    <div class=\"prose rv\" style=\"font-size:1.02rem\">\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Frequently asked questions<\/h3>\r\n      <p><strong>Can I be given a written warning for not attending the BEM meeting?<\/strong><br>No. Participation is voluntary \u2014 mere non-attendance supports neither a warning nor a dismissal. The consequences are procedural only (see above).<\/p>\r\n      <p><strong>May I bring a lawyer?<\/strong><br>Yes, as your person of trust under section 167 (2) sentence 2 SGB IX. You bear the costs yourself.<\/p>\r\n      <p><strong>Do I have to reveal my diagnosis?<\/strong><br>No. A description of the work-related limitations is sufficient. What you disclose is your decision.<\/p>\r\n      <p><strong>What happens if I refuse?<\/strong><br>Nothing directly \u2014 no warning, no dismissal. The consequence appears in a later illness-related dismissal case: you can no longer rely on the missing BEM, and under BAG case law your refusal speaks against the assumption that a BEM would have produced milder solutions.<\/p>\r\n      <p><strong>Is the BEM the first step towards dismissal?<\/strong><br>It must not be \u2014 the statutory aim is to preserve your job. Document the process and use your right to a person of trust. A properly conducted BEM also raises the bar for any later dismissal.<\/p>\r\n      <p><strong>Does the BEM apply in small companies?<\/strong><br>According to the prevailing view, yes. Note, however, that in businesses with up to ten employees the Dismissal Protection Act usually does not apply, which limits the procedural consequences of a missing BEM.<\/p>\r\n\r\n      <p style=\"font-size:.85rem;color:var(--ink-soft)\">Based on section 167 (2) SGB IX and the case law of the Federal Labour Court: judgments of 15 December 2022 (2 AZR 162\/22), 7 September 2021 (9 AZR 571\/20) and 18 November 2021 (2 AZR 138\/21). Legal status: July 2026. This article is for information purposes and does not replace legal advice in an individual case.<\/p>\r\n    <\/div>\r\n\r\n    <div class=\"mini-cta rv\"><b>Received a BEM invitation and unsure how to react?<\/b><span style=\"color:var(--ink-soft);font-size:.92rem\">We review your documents and prepare you for the meeting \u2014 in English, Polish and German.<\/span><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"btn\">Describe your situation <span class=\"arr\">\u2192<\/span><\/a><\/div>\r\n    <div class=\"prose rv\" style=\"margin-top:1.5rem\">\r\n      <h3 style=\"font-size:1.1rem\">Related topics<\/h3>\r\n      <div class=\"chips\" style=\"margin-top:.8rem\">\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/dismissal-after-sick-leave-bem\/\">Dismissal without a BEM \u2014 how to fight it \u2192<\/a>\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/dismissal-due-to-illness-germany\/\">Dismissal due to illness in Germany \u2192<\/a>\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/bem-employer-guide-germany\/\">BEM for employers \u2014 duties and process \u2192<\/a>\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/employer-refuses-sick-pay-germany\/\">Employer refuses sick pay \u2192<\/a>\r\n      <\/div>\r\n    <\/div>\r\n  <\/div>\r\n<\/article>\r\n\r\n<section class=\"sec alt\">\r\n  <div class=\"wrap\">\r\n    <div class=\"lawyer rv\">\r\n      <img decoding=\"async\" src=\"\/wp-content\/themes\/bwlaw-child-1\/assets\/img\/dr-artur-barczewski.webp\" alt=\"Dr. Artur Barczewski \u2013 author of the article\" loading=\"lazy\">\r\n      <div>\r\n        <b>Dr. Artur Barczewski<\/b>\r\n        <div class=\"role\">niedergelassener europ\u00e4ischer Rechtsanwalt \/ Radca prawny<\/div>\r\n        <p>Author of this article. Represents clients before labour courts across Germany. <a href=\"https:\/\/bwlaw.de\/en\/team\/artur-barczewski\/\">Meet the author \u2192<\/a><\/p>\r\n      <\/div>\r\n    <\/div>\r\n  <\/div>\r\n<\/section>\r\n\r\n<section class=\"cta-end\">\r\n  <div class=\"glow\"><\/div>\r\n  <div class=\"wrap\">\r\n    <span class=\"eyebrow rv\">Contact<\/span>\r\n    <h2 class=\"rv d1\">Does your situation look similar?<\/h2>\r\n    <p class=\"rv d2\">Every case has details that change the outcome. Describe yours \u2014 you will get a concrete answer and a cost overview.<\/p>\r\n    <div class=\"row rv d3\">\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"btn\">Describe your case <span class=\"arr\">\u2192<\/span><\/a>\r\n      <a href=\"tel:+4933555310969\" class=\"phone\">\u260e +49 335 553 10969<\/a>\r\n    <\/div>\r\n  <\/div>\r\n<\/section>\r\n\r\n<footer>\r\n  <div class=\"wrap\">\r\n    <div class=\"foot-grid\">\r\n      <div>\r\n        <div class=\"foot-brand\"><img loading=\"lazy\" decoding=\"async\" src=\"\/wp-content\/themes\/bwlaw-child-1\/assets\/img\/logo-bw.png\" alt=\"Logo BWLAW\" width=\"38\" height=\"26\"><\/div>\r\n        <p>Kanzlei Dr. Barczewski &amp; Dr. Wr\u00f3blewska GbR<br>Rudolf-Breitscheid-Stra\u00dfe 10<br>15230 Frankfurt (Oder), Germany<br><a href=\"tel:+4933555310969\">+49 335 553 10969<\/a> \u00b7 <a href=\"mailto:info@bwlaw.de\">info@bwlaw.de<\/a><\/p>\r\n      <\/div>\r\n      <div>\r\n        <div class=\"foot-h\">Practice areas<\/div>\r\n        <ul>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/construction-law\/\">Construction law \/ VOB\/B<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/\">Employment law<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/debt-collection\/\">Debt collection<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/company-formation\/\">Corporate law<\/a><\/li>\r\n        <\/ul>\r\n      <\/div>\r\n      <div>\r\n        <div class=\"foot-h\">Legal<\/div>\r\n        <ul>\r\n          <li><a href=\"\/en\/\">Home<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/\">Knowledge base<\/a><\/li>\r\n          <li><a href=\"\/en\/contact\/\">Contact &amp; directions<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/impressum\/\">Legal notice (Impressum)<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/privacy-policy\/\">Privacy policy<\/a><\/li>\r\n          <li><a href=\"#\" class=\"borlabs-cookie-preference\">Cookie settings<\/a><\/li>\r\n        <\/ul>\r\n      <\/div>\r\n    <\/div>\r\n    <div class=\"foot-bottom\">\r\n      <span>\u00a9 2026 BWLAW \u00b7 Kanzlei Dr. Barczewski &amp; Dr. Wr\u00f3blewska GbR<\/span>\r\n      <span>niedergelassene europ\u00e4ische Rechtsanw\u00e4lte \/ Radcowie prawni \u00b7 Frankfurt (Oder)<\/span>\r\n    <\/div>\r\n  <\/div>\r\n<\/footer>\r\n\r\n<div class=\"sticky-cta\">\r\n  <a href=\"tel:+4933555310969\" class=\"call\">\u260e Call us<\/a>\r\n  <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"book\">Describe your case<\/a>\r\n<\/div>\r\n\r\n<script type=\"application\/ld+json\">\r\n{\r\n  \"@context\": \"https:\/\/schema.org\",\r\n  \"@graph\": [\r\n    {\r\n      \"@type\": \"Article\",\r\n      \"headline\": \"BEM in Germany: the reintegration meeting after long sick leave \u2014 your rights\",\r\n      \"description\": \"Invited to a BEM meeting after six weeks of sick leave in Germany? Participation is voluntary \u2014 but skipping it has clear procedural consequences.\",\r\n      \"inLanguage\": \"en\",\r\n      \"author\": { \"@type\": \"Person\", \"name\": \"Dr. Artur Barczewski\", \"url\": \"https:\/\/bwlaw.de\/en\/team\/artur-barczewski\/\" },\r\n      \"publisher\": { \"@type\": \"LegalService\", \"address\": { \"@type\": \"PostalAddress\", \"streetAddress\": \"Rudolf-Breitscheid-Stra\u00dfe 10\", \"postalCode\": \"15230\", \"addressLocality\": \"Frankfurt (Oder)\", \"addressRegion\": \"Brandenburg\", \"addressCountry\": \"DE\" }, \"name\": \"BWLAW \u2013 Kanzlei Dr. Barczewski & Dr. Wr\u00f3blewska GbR\", \"url\": \"https:\/\/bwlaw.de\/\" },\r\n      \"datePublished\": \"2026-07-19\",\r\n      \"dateModified\": \"2026-07-19\",\r\n      \"mainEntityOfPage\": \"https:\/\/bwlaw.de\/en\/knowledge-base\/bem-meeting-germany\/\"\r\n    },\r\n    {\r\n      \"@type\": \"FAQPage\",\r\n      \"mainEntity\": [\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Can I be given a written warning for not attending the BEM meeting?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"No. Participation is voluntary \u2014 mere non-attendance supports neither a warning nor a dismissal. 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