Guide
Clear answers on workplace health, funding & tax
Practical answers to the questions HR and workplace-health leads in mid-sized companies really ask — fact-based and linked to the right measures.
Agentic BGFWhat Is Agentic BGF — And Why Does Nina Plan Your BGF Measures Better Than a Spreadsheet?Agentic BGF describes workplace health promotion (BGF) systems that plan proactively instead of waiting — Nina analyzes participation, spots leftover budget, and suggests measures before HR has to ask.
Reduce Sick LeaveHigh sick leave in the company — what really helps?Structured BGF measurably reduces absenteeism — according to the iga.Report, it pays off with a median ROI of around 1:2.7. The three main levers: physical activity (subsidized by German statutory health insurers), healthy leadership, and reducing psychological strain. Which measures really work.
ROI: Is BGM Worth It?Is BGM Worth It for Small and Medium-Sized Enterprises?BGM pays for itself faster at SMEs than at large corporations — according to the iga.Report, a median ROI of around 1:2.7 with structured implementation. Concrete numbers: What does a sick day really cost? How does BGF pay off under Section 3 No. 34 EStG?
Starting BGM: First StepsHow do I start BGM — without an in-house HR department?Start BGM systematically in 3 steps: assess your maturity level (3 min.), launch a ZPP-certified program (tax-free under Section 3 No. 34 EStG, German law), and measure impact after one quarter. BGF-Kompass guides you through all three steps.
Affordable BGF for SMBsWhat can I do to make my employees healthier without a big budget?Free workplace health promotion (BGF) measures for companies: movement breaks, health champions, statutory health insurance (GKV) subsidies (Section 20b SGB V), and €600 tax-free per employee (Section 3 No. 34 EStG) — concrete steps with zero budget.
Effective BGF Measures (Evidence)Which BGF measures have proven effects on employees' health and motivation?Evidence-based BGF measures with proven effects on absenteeism, motivation, and health: exercise, stress management, nutrition — concrete effect sizes from RKI, Chapman, iga.Report 40.
Legal BGF RequirementsWhat do I need to legally observe for BGF — what's mandatory, what's voluntary?What's mandatory, what's voluntary? Section 3 ArbSchG (risk assessment for psychological and physical hazards) is mandatory for every employer in Germany. BGF itself is voluntary — but statutory health insurance (GKV) subsidies require a structured process.
BGM Effort for SMEsHow much time and organizational effort does it take to introduce workplace health promotion (BGF) measures?A concrete timeline for building BGF at your SME: 4–8 hours setup, then 1–2 hours per month. Includes a phase plan and effort overview — no full-time HR required.
Find a Partner Health FundHow do I get a health insurance fund as a BGM partner?Health fund declined your BGM partnership? Formal GKV cooperation agreements are usually reserved for companies with 50–100+ employees. But under German law, Section 20b SGB V obligates the funds to support workplace health promotion — a documented BGM process qualifies you for a conversation with your fund on equal footing.
Health Insurance Funding & TaxDoes health insurance cover workplace health promotion (BGF) measures — and how do you access it?How SMEs get workplace health promotion funded: health insurance subsidies under Section 20b SGB V, up to €600/year tax-free under Section 3 No. 34 EStG, and a €50 tax-free benefit-in-kind under Section 8 EStG — including requirements and a step-by-step guide.
Measuring BGF ImpactIs BGF really worth it — and how do I measure it?How to measure whether workplace health promotion (BGF) works: capture a baseline, compare the same metrics over 12 months, combine multiple indicators (sick leave, presenteeism, turnover), and use validated instruments — WHO-5, Work Ability Index (WAI), and COPSOQ.
Boost participation rateWhy is nobody using my workplace health promotion (BGF) offers — and what actually helps?Classic workplace health promotion (BGF) usually reaches only the already-active 20–25%. Here's how to raise the participation rate: low-threshold daily routines and location-independent, gamified team and charity challenges that also engage shift workers and inactive employees.