{"id":5092,"date":"2026-07-19T12:21:02","date_gmt":"2026-07-19T10:21:02","guid":{"rendered":"https:\/\/bwlaw.de\/knowledge-base\/bem-employer-guide-germany\/"},"modified":"2026-07-19T12:21:02","modified_gmt":"2026-07-19T10:21:02","slug":"bem-employer-guide-germany","status":"publish","type":"page","link":"https:\/\/bwlaw.de\/en\/knowledge-base\/bem-employer-guide-germany\/","title":{"rendered":"BEM for employers in Germany: obligations, process and how to close it properly"},"content":{"rendered":"\r\n<div id=\"progress\" aria-hidden=\"true\"><\/div>\r\n\r\n<!-- EN version of bem-obowiazki-pracodawcy (BEM series 3\/3). Original text.\r\n     Sources verified 19.07.2026 on full texts at bundesarbeitsgericht.de:\r\n     BAG 2 AZR 138\/21 (para. 18, 30), 2 AZR 162\/22 (para. 17-18), 9 AZR 571\/20\r\n     (headnote), 2 AZR 178\/24 (headnote); gesetze-im-internet.de - sec. 167 (2) SGB IX.\r\n     LAG BW 15 Sa 22\/24 via secondary sources only. Two-letter procedure = practice\r\n     recommendation, case law on unilateral termination not settled (flagged in text).\r\n     Approved by Artur Barczewski 19.07.2026. -->\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 a lawyer <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:32ch\">BEM for employers in Germany: obligations, process and how to close it properly<\/h1>\r\n      <p class=\"lead\">If an employee in Germany has been unfit for work for more than six weeks within a year, you must offer a BEM \u2014 the statutory reintegration procedure. Mistakes in this process undermine almost any later illness-related dismissal, and an endlessly dragging BEM paralyses HR decisions. Here is the process, the elements of a court-proof invitation and the ways to end the procedure.<\/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>Rechtsanwalt \u00b7 attorney-at-law<\/div>\r\n        <div style=\"margin-left:1rem;border-left:1px solid rgba(255,255,255,.25);padding-left:1rem\">\u2248 8 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      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">When the obligation arises<\/h3>\r\n      <p>The duty to offer a BEM (section 167 (2) SGB IX) arises after more than six weeks of incapacity within the last twelve months, counted on a rolling basis. It covers all employees, with or without a disability, regardless of the causes of illness. It also renews itself: after a completed BEM, another six weeks of incapacity within a year trigger the duty again (BAG, judgment of 18 November 2021, 2 AZR 138\/21). New absences during an ongoing BEM do not require a parallel second procedure \u2014 they are fed into the running process.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">An invitation that holds up in court<\/h3>\r\n      <ul>\r\n        <li>state the aims of the BEM in plain words \u2014 overcoming the incapacity, preventing new absences, preserving the job,<\/li>\r\n        <li>point out that participation is voluntary,<\/li>\r\n        <li>explain the type and scope of the data to be collected and who will have access,<\/li>\r\n        <li>name the possible participants (works council only with the employee&#8217;s consent, representation of severely disabled employees, company doctor) and mention the <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/bem-meeting-germany\/\">right to bring a person of trust<\/a>,<\/li>\r\n        <li>set a reasonable reply deadline and state that silence will be treated as absence of consent,<\/li>\r\n        <li>send it in a way you can prove \u2014 in practice registered mail plus a reminder if there is no reaction.<\/li>\r\n      <\/ul>\r\n      <p>Silence without a set deadline is not a refusal, and in court it is the employer who must prove that the invitation arrived. A surprising number of dismissals fail on exactly this point.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">The process: from first contact to an action plan<\/h3>\r\n      <p>The statute prescribes no fixed procedure \u2014 the BEM is an open-ended search process. Six steps have proven themselves: identifying the absence periods, contact and invitation, initial meeting, case discussion, selection of measures, implementation and review. Key rules: keep the information meeting clearly separate from the BEM itself, involve the rehabilitation providers or the Integration Office whenever their benefits may be relevant, consider the full range of measures (workplace adaptation, changed hours or organisation, transfer to a suitable vacant position, gradual return to work, training, benefits from social insurance institutions) and document every step, including options considered and rejected.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Health data and outsourcing<\/h3>\r\n      <p>Do not make the start of the BEM conditional on a signed blanket data consent \u2014 the Federal Labour Court treats this as the employer&#8217;s own procedural breach (judgment of 15 December 2022, 2 AZR 162\/22). Keep BEM records in a separate file with restricted access. You may outsource the BEM to an external provider, but its procedural mistakes are attributed to you as your own under section 278 of the Civil Code \u2014 in a recent Baden-W\u00fcrttemberg case a dismissal failed because the provider had not explained which health data would be collected (Regional Labour Court, judgment of 14 January 2025, 15 Sa 22\/24).<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Ending the BEM \u2014 even when the employee goes silent<\/h3>\r\n      <p>The cleanest ending is consensus: a joint conclusion that the search process is exhausted or should not be continued, documented in a short closing note with a copy for the employee. The employee may also withdraw consent at any time, which ends the BEM immediately. What the employer cannot do, as a rule, is end the search process unilaterally:<\/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\">\u201eDagegen kann der Arbeitgeber den Suchprozess grunds\u00e4tzlich nicht einseitig beenden. Gibt es aus seiner Sicht keine Ans\u00e4tze mehr f\u00fcr zielf\u00fchrende Pr\u00e4ventionsma\u00dfnahmen, ist der Kl\u00e4rungsprozess erst dann als abgeschlossen zu betrachten, wenn auch vom Arbeitnehmer und den \u00fcbrigen beteiligten Stellen keine ernsthaft weiterzuverfolgenden Ans\u00e4tze f\u00fcr zielf\u00fchrende Pr\u00e4ventionsma\u00dfnahmen aufgezeigt wurden.&#8221;<\/p>\r\n        <p style=\"margin-bottom:.7rem\">\u201eThe employer, by contrast, generally cannot end the search process unilaterally. If, from its point of view, there are no more approaches for effective preventive measures, the clarification process is only to be regarded as completed once the employee and the other participating bodies have also shown no approaches for effective preventive measures worth seriously pursuing.&#8221;<\/p>\r\n        <p style=\"font-size:.85rem;color:var(--ink-soft);margin:0\">Federal Labour Court (BAG), judgment of 18 November 2021, 2 AZR 138\/21 \u2014 own translation<\/p>\r\n      <\/blockquote>\r\n      <p>The same judgment shows the way out of a deadlock: the participants \u2014 including the employee \u2014 may be given a deadline to name further approaches. In practice a two-letter procedure has proven useful when the employee stops cooperating: first a letter asking whether the BEM should be continued, with a generous deadline and a clear note that silence will be read as lack of interest, then \u2014 after the deadline passes without reaction \u2014 a second letter recording the end of the procedure. Case law on unilateral termination is not yet settled, so document carefully and assess each case individually.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Waiting period and special cases<\/h3>\r\n      <p>During the first six months of employment the Dismissal Protection Act does not yet apply, and the BAG clarified in 2025 that no prevention procedure under section 167 (1) SGB IX is required before a dismissal in that period (judgment of 3 April 2025, 2 AZR 178\/24). Whether the BEM duty applies in small businesses is disputed, but the prevailing view says it does.<\/p>\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>BEM checklist for employers<\/h3>\r\n      <ul style=\"margin:.6rem 0 0;padding-left:1.1rem\">\r\n        <li>monitor absences on a rolling twelve-month basis,<\/li>\r\n        <li>use a vetted invitation template: aims, voluntariness, data, participants, reply deadline,<\/li>\r\n        <li>secure proof of delivery and follow up on silence,<\/li>\r\n        <li>separate the information meeting from the BEM meeting,<\/li>\r\n        <li>involve rehabilitation providers where their benefits may be relevant,<\/li>\r\n        <li>keep a separate BEM file with restricted access,<\/li>\r\n        <li>document every ending, use the two-letter procedure when the employee goes silent,<\/li>\r\n        <li>before any <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/dismissal-after-sick-leave-bem\/\">illness-related dismissal<\/a> check: was there a BEM, was it correct, have six new weeks of absence accumulated since it closed.<\/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>What is the sanction for a missing BEM?<\/strong><br>There is no direct penalty. The consequences hit indirectly: in a dismissal case you must prove that a BEM would have been objectively useless, which almost never succeeds \u2014 the dismissal fails as disproportionate.<\/p>\r\n      <p><strong>Can the employee force a BEM?<\/strong><br>No, the BAG denies an individual claim (judgment of 7 September 2021, 9 AZR 571\/20). The works council and the disabled employees&#8217; representation can, however, demand that you comply.<\/p>\r\n      <p><strong>The employee does not respond \u2014 may I close the BEM?<\/strong><br>After setting a deadline and warning about the consequences of silence there is a strong case for it. Keep both letters and proof of delivery. Case law is not settled yet, so proceed carefully.<\/p>\r\n      <p><strong>How often must the BEM be repeated?<\/strong><br>After every completed procedure the count restarts: another six weeks of incapacity within twelve months triggers the duty again. During an ongoing BEM new absences are simply fed into it.<\/p>\r\n      <p><strong>Can I outsource the BEM?<\/strong><br>Yes, but the provider&#8217;s mistakes are attributed to you under section 278 of the Civil Code. Vet its templates and its handling of the procedure.<\/p>\r\n      <p><strong>Does the employee&#8217;s refusal protect me?<\/strong><br>With a proper invitation, yes \u2014 the omission is then neutral for a later dismissal. New periods of illness trigger the duty to invite again.<\/p>\r\n\r\n      <p style=\"font-size:.85rem;color:var(--ink-soft)\">Based on section 167 SGB IX and the case law of the Federal Labour Court: judgments of 18 November 2021 (2 AZR 138\/21), 15 December 2022 (2 AZR 162\/22), 7 September 2021 (9 AZR 571\/20), 3 April 2025 (2 AZR 178\/24) and 20 November 2014 (2 AZR 755\/13), as well as the Baden-W\u00fcrttemberg Regional Labour Court, judgment of 14 January 2025 (15 Sa 22\/24). 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>Running a business in Germany and need a safe BEM procedure?<\/b><span style=\"color:var(--ink-soft);font-size:.92rem\">Court-proof invitation templates, a risk assessment before a dismissal or support in a stalled BEM. We advise employers across Germany \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\/bem-meeting-germany\/\">BEM meeting \u2014 the employee view \u2192<\/a>\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/dismissal-after-sick-leave-bem\/\">Dismissal without a BEM \u2192<\/a>\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/dismissal-due-to-illness-germany\/\">Dismissal due to illness \u2192<\/a>\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/false-self-employment-germany\/\">False self-employment \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\">Rechtsanwalt \u00b7 attorney-at-law<\/div>\r\n        <p>Author of this article. Advises employers and employees on German employment law. <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. 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In a dismissal case you must prove that a BEM would have been objectively useless, which almost never succeeds \u2014 the dismissal fails as disproportionate.\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Can the employee force a BEM?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"No, the BAG denies an individual claim (judgment of 7 September 2021, 9 AZR 571\/20). The works council and the disabled employees' representation can, however, demand that you comply.\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"The employee does not respond \u2014 may I close the BEM?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"After setting a deadline and warning about the consequences of silence there is a strong case for it. Keep both letters and proof of delivery. Case law is not settled yet, so proceed carefully.\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"How often must the BEM be repeated?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"After every completed procedure the count restarts: another six weeks of incapacity within twelve months triggers the duty again. During an ongoing BEM new absences are simply fed into it.\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Can I outsource the BEM?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"Yes, but the provider's mistakes are attributed to you under section 278 of the Civil Code. Vet its templates and its handling of the procedure.\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Does the employee's refusal protect me?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"With a proper invitation, yes \u2014 the omission is then neutral for a later dismissal. New periods of illness trigger the duty to invite again.\" }\r\n        }\r\n      ]\r\n    }\r\n  ]\r\n}\r\n<\/script>\r\n","protected":false},"excerpt":{"rendered":"<p>Construction law Debt collection Corporate law Employment law Knowledge base Team Contact a lawyer \u2192 \u2630 Home\/Knowledge base\/Employment Employment BEM for employers in Germany: obligations, process and how to close it properly If an employee in Germany has been unfit for work for more than six weeks within a year, you must offer a BEM [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":4417,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"template-bwlaw-page.php","meta":{"footnotes":"","rank_math_title":"BEM employer guide Germany: duties and process | BWLAW","rank_math_description":"When German employers must offer a BEM, what the invitation must contain and how to close a stalled procedure (BAG 2 AZR 138\/21). Guide with checklist.","rank_math_focus_keyword":"BEM employer Germany","rank_math_robots":[]},"class_list":["post-5092","page","type-page","status-publish","hentry"],"bwlaw_import":{"lang":"en","template":"template-bwlaw-page.php"},"_links":{"self":[{"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages\/5092","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/comments?post=5092"}],"version-history":[{"count":0,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages\/5092\/revisions"}],"up":[{"embeddable":true,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages\/4417"}],"wp:attachment":[{"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/media?parent=5092"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}