Skills shortages, digitalization and increasing mental stress are shaping the world of work, which is why occupational health management (OHM) is more than just a trend - it is a decisive competitive factor. Companies that invest specifically in the health of their employees benefit from motivated teams, reduced absenteeism and a strong employer brand. Workplace health promotion (WHP) is at the heart of this: it encompasses all measures that strengthen your health in the workplace and support your quality of life.
Definition: What is BGM and BGF?
OHM is a holistic management approach that systematically integrates health into the corporate strategy. It includes the analysis of stress, the planning and implementation of measures and the evaluation of the results. BGF is a sub-area of BGM and focuses on specific offers such as exercise programs, nutrition courses or stress prevention. While BGM forms the strategic framework, BGF ensures practical implementation in everyday life.
Facts and trends: current developments in OHM and BGF
The importance of health in the workplace is growing rapidly
More and more companies are recognizing that health is a key success factor. Studies show that investments in OHM and OHF not only improve well-being, but also increase productivity and reduce costs - for example through fewer sick days and lower staff turnover. Depending on the study, the return on investment (ROI) of health programs is between 1.5 and 6 euros per euro invested. Digital health services are becoming increasingly important, especially in times of working from home and hybrid working.
Digitalization and individualization as drivers
Digital tools and platforms make it possible to design health promotion flexibly and individually. From online fitness courses and nutrition apps to digital prevention programs: The offerings are becoming more diverse and more tailored. Companies are increasingly relying on hybrid models that combine face-to-face and online offerings.
Holistic approaches are gaining ground
Modern OHM concepts take a holistic view of health - physically, mentally and socially. In addition to traditional exercise and nutrition programs, topics such as mental health, resilience, work-life balance and leadership culture are moving into focus. Companies that focus on this diversity achieve greater acceptance and effectiveness of their measures.
Scientific findings: What really works?
Positive effects on motivation and performance
Empirical studies prove this: OHM measures increase employee motivation, satisfaction and performance. Those who feel valued and supported in the workplace are more committed and remain loyal to the company for longer. Programs that focus on voluntariness, participation and individual needs are particularly effective.
Reduction in absenteeism and healthcare costs
Targeted health promotion has been proven to reduce the number of sick days. Companies report decreases in musculoskeletal disorders, stress symptoms and burnout cases. Direct and indirect health costs - for example for medical treatment or loss of productivity - can also be significantly reduced through BGM.
Sustainability through evaluation and continuous improvement
The key to success lies in systematic evaluation: only those who clearly define goals and regularly review and adapt measures can achieve long-term results. Successful companies rely on key figures such as participation rates, employee satisfaction, health indicators and ROI calculations to continuously optimize their strategies.
Strategies for successful implementation: from analysis to evaluation
Analysis and needs assessment
The first step is to take stock: what stresses and resources are there in the company? Employee surveys, health reports and risk assessments provide valuable data. The aim is to tailor measures precisely to the needs of the workforce.
Target definition and action planning
Set yourself clear, measurable and realistic goals. Do you want to reduce absenteeism, increase employee satisfaction or improve mental health? This will determine which measures make sense - from exercise breaks and nutrition courses to stress management workshops.
Implementation: diversity and participation
Successful OHM programs offer a wide range of measures and actively involve employees. Whether fitness courses, ergonomic workplace design, healthy canteen options or flexible working hours - the more varied the offer, the greater the acceptance. Programs that are exemplified and supported by managers are particularly effective.
Evaluation and continuous improvement
Regularly check whether the goals are being achieved. Use key figures such as participation rates, feedback and health data to make successes visible and identify weaknesses. Adapt the measures flexibly to new challenges - so your OHM always keeps its finger on the pulse.
BGM in small and large companies: Differences and challenges
Small and medium-sized enterprises (SMEs)
SMEs often face particular challenges: limited resources, a lack of expertise or low personnel capacities. Nevertheless, numerous practical examples show that effective OHM measures are possible even with manageable effort. Success factors are pragmatic solutions, cooperation with external service providers and the involvement of employees.
Large companies
Large companies usually have their own OHM departments and extensive programs. The focus here is on integration into the corporate culture. Best practices show that close cooperation between the HR department, works council and management is crucial. Digital platforms and networks also make it possible to reach large workforces.
Inter-company solutions and networks
Inter-company networks and collaborations, such as those offered by health insurance companies or regional initiatives, provide SMEs in particular with valuable access to OHM services. These platforms bundle resources, know-how and offers and make health promotion attractive for smaller companies too.
Legal framework and funding opportunities
In Germany, the promotion of employee health is enshrined in law. § Section 20 SGB V regulates prevention and health promotion in companies. Companies can receive financial subsidies for BGF measures, for example from health insurance companies or the German Pension Insurance. Tax benefits are also possible if the offers meet certain quality criteria. It is worth examining and utilizing the funding opportunities in a targeted manner.
Practical examples and best practices: How BGM works in reality
EGYM Wellpass: a new approach to corporate fitness
EGYM Wellpass is one of the leading providers of corporate fitness and BGM in Germany. A single membership gives employees access to over 10,000 health and fitness offers nationwide - from gyms and swimming pools to yoga classes. The offer is supplemented by an innovative app with more than 4,000 online courses on sport, nutrition and meditation. Companies benefit from simple processing and tax advice. Particularly attractive: around 80% of participants did not previously have a gym membership - EGYM Wellpass opens up completely new target groups and increases health literacy in the long term.
CQ Bildung: promoting health in SMEs
The company CQ relies on a comprehensive BGM concept with regular massage appointments, ergonomic workstations, joint lunch breaks, healthy snacks and interactive team events. An annual health budget and flexible working models are used to specifically promote the health of employees. The success is reflected in a high level of satisfaction, lower absenteeism and strong identification with the company.
Inter-company networks and regional initiatives
Many health insurance companies and regional players offer platforms on which companies can jointly develop and use health services. These networks also give small companies access to professional OHM solutions and promote the exchange of best practices.
Scientifically sound recommendations for companies
Focus on a holistic strategy
Integrate health as an integral part of the corporate strategy. Take physical, mental and social aspects into account. This is the only way to achieve sustainable change and strengthen the resilience of your employees.
Actively involve managers and employees
Managers are role models and multipliers. Create structures in which they actively support and exemplify OHM. At the same time, you should involve employees in the development and implementation of the measures - this will increase acceptance and effectiveness.
Use digital tools and hybrid offerings
Digital platforms and apps make it possible to design health promotion flexibly and individually. Combine face-to-face and online offerings to reach as many employees as possible - even when working from home or on the move.
Focus on evaluation and continuous improvement
Define clear goals and regularly review the effectiveness of your measures. Use key figures, feedback and scientific methods to make successes visible and continuously develop the OHM.
Cooperate with external partners
Make use of the expertise of health insurance companies, fitness providers and specialized service providers such as EGYM Wellpass. They not only offer professional services, but also support you in the planning, implementation and evaluation of your OHM.
Outlook: Future developments and innovation potential
OHM and BGF will continue to gain in importance in the coming years. New technologies such as artificial intelligence, wearables and big data open up completely new opportunities to promote health individually and preventively. The world of work is becoming more flexible, mobile and digital - and with it the demands on OHM. Companies that focus on innovative, holistic and participative approaches will not only improve the health of their employees, but also increase their attractiveness as an employer.
Editorial team fitnessmarkt.de
Image source: #734011354 Studio Romantic / stock.adobe.com
Published on: 15 July 2025