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Employers need a workable prevention system as well as a lawful response when an employee cannot work safely or returns after illness.
What we help you decide
Occupational health, safety and workplace reintegration. We assess the relevant documents, explain the available routes and agree the scope of advice before taking further steps.
Prevent and document
Assess workplace risks, including relevant psychological factors, and translate the findings into proportionate measures, instruction and review. Responsibilities should be allocated clearly. Remote work does not eliminate every occupational-safety obligation.
Absence and reintegration
A qualifying period of incapacity can trigger an obligation to offer workplace reintegration management. Handle participation and health information carefully. The process should explore practical ways to maintain employment, not simply assemble a file for dismissal.
Disputes and enforcement
Concerns may involve employee requests, works council rights, authority measures and liability. Identify the competent process and preserve evidence of the risk assessment, instructions and corrective action.
Practical example
A team reports excessive workload and recurring absence. We help separate immediate protective steps, work organisation, participation rights and individual adjustments so that the response addresses the underlying issue.
Documents for an initial review
- Risk assessments and instructions
- Absence timeline
- Reintegration invitations and records
- Authority or representative correspondence
Related advice
Holiday, sickness and family-related protection · Works councils and co-determination · All employment law services · Discuss your matter
Legal sources
Reviewed: 8 November 2026. The application of these rules depends on the facts, the relevant documents and any applicable collective arrangements.