Your comprehensive knowledge hub for psychological risk assessment: Legal requirements, proven methods and practical guides.
Everything about psychological risk assessment: Legal requirements, 7-step guide, method comparison and practical tips for implementation.
Fundamentals and methods of psychological risk assessment
19 Articles
Target GroupsSpecific information for different roles in the company
5 Articles
Industries & ScenariosIndustry-specific challenges and solutions
4 Articles
Best PracticesSuccess stories and practical examples
1 Articles
Phased return to work (German "stufenweise Wiedereingliederung") explained: legal basis (§74 SGB V, §44 SGB IX), process, step plan, pay & sick benefits, difference from BEM – and how employers prevent long absences.
TL;DR
Phased reintegration ("Hamburger Modell") gradually returns long-term sick employees to full duties – they remain officially unfit for work during the measure
German BEM (betriebliches Eingliederungsmanagement, §167 (2) SGB IX) explained: when it is mandatory, how the BEM meeting works, employee rights, data protection – and its link to dismissal law and mental health.
TL;DR
BEM is mandatory for employers: anyone unfit for work for more than six weeks within 12 months must be offered a BEM (§167 (2) SGB IX)
German workplace health management (BGM) explained: definition, the three pillars (occupational safety, BEM, health promotion), BGM vs BGF, building blocks, a 5-step rollout and the legally mandatory core – the psychological risk assessment.
TL;DR
BGM is the strategic framework bundling all health-related activities; it rests on three pillars: occupational safety, company integration management (BEM) and workplace health promotion (BGF)
German continued remuneration during illness explained: 6 weeks of full pay under §3 EFZG, conditions, amount, what applies after 6 weeks (sick pay), the "same illness" rule and notification duties – plus the link to mental illness.
TL;DR
During incapacity the employer continues full pay for up to 6 weeks (42 calendar days) – legal basis §3 EFZG
Burnout prevention for employers: what burnout is, the warning signs, the difference between conditions-based and behaviour-based prevention, and which measures work – with the psychological risk assessment as the systematic prevention tool.
TL;DR
Burnout results from chronic workplace stress (ICD-11: QD85) – the most effective prevention targets working conditions, not just the individual
Illness-related dismissal explained: the three BAG conditions (negative health prognosis, operational impact, balancing of interests), the role of BEM, dismissal protection – and how prevention avoids such cases.
TL;DR
Illness-related dismissal is a sub-type of person-related dismissal and only valid under strict conditions
Incapacity for work in Germany explained: definition, sick notes and the electronic AU (eAU), notification and proof duties, duration with continued pay and sick pay – and why mental illness causes the longest absences.
TL;DR
Incapacity for work (AU) exists when an employee cannot perform their last activity due to illness, or only at the risk of worsening their condition
Employee retention explained: why it is decisive amid skills shortages, the key retention factors, concrete measures – and why mental health and healthy leadership are the underrated lever.
TL;DR
Retention lowers turnover costs (often several monthly salaries per departure) and preserves know-how
The German return-to-work interview explained: what it is, the difference from the legally required BEM, a fair process, what is allowed and what is taboo (data protection) – and why prevention beats control.
TL;DR
The return-to-work interview is a voluntary, informal conversation after an illness – it has no legal basis of its own
What are psychosocial risks at work? Causes, effects on health and performance, legal obligations and concrete prevention measures.
TL;DR
Psychosocial risks are work-related influences on the mind – not symptoms or illnesses
How do you verify the effectiveness of your psychological risk assessment? Methods, timing, legal requirements and a practical checklist for effectiveness reviews.
TL;DR
Effectiveness review is legally required under §3 ArbSchG – not an optional extra
What must risk assessment documentation contain? Legal requirements under ArbSchG §6, mandatory content, and how SafeMind generates compliant documentation automatically.
TL;DR
Documentation is mandatory for employers with 10+ employees under §6 ArbSchG
Current statistics on psychological stress at the workplace in Germany 2026: DAK, BKK, BAuA, BIBB/BAuA survey. Facts on burnout, sick days and economic costs.
TL;DR
11.4% of all sick days are due to mental health conditions (BKK Health Report 2024)
Everything about psychological risk assessment: Legal requirements, 7-step guide, method comparison and practical tips for implementation.
TL;DR
Psychological risk assessment has been mandatory for all employers in Germany since 2013
5 scientifically validated methods for assessing psychological stress: COPSOQ, KFZA, WAI, interviews and workshops compared.
TL;DR
There are five main methods for assessing psychological stress: questionnaires (COPSOQ, KFZA), WAI, interviews and workshops
How to document psychological risk assessment legally: statutory obligations under § 6 ArbSchG, content requirements and retention periods.
TL;DR
Documentation is mandatory for employers with more than 10 employees under § 6 ArbSchG
Is psychological risk assessment mandatory? Yes! Legal requirements under German law, fines for violations and how to comply.
TL;DR
Psychological risk assessment has been mandatory for ALL employers in Germany since 2013
Practical guide to conducting psychological risk assessment in 7 steps: From preparation to effectiveness review.
TL;DR
Risk assessment is conducted in 7 systematic steps
Concrete examples of measures for psychological risk assessment: From quick wins to strategic initiatives following the TOP principle.
TL;DR
Measures should be prioritized according to TOP principle (Technical > Organizational > Personal)
Psychological risk assessment for small and medium enterprises: Legal obligations, resource-efficient implementation and practical tips for SMEs.
TL;DR
Risk assessment is mandatory for all employers from the first employee
What managers need to know about psychological risk assessment: Legal responsibility, practical tasks and how healthy leadership succeeds.
TL;DR
Managers share responsibility for their teams mental health
The role of works councils in psychological risk assessment: Co-determination rights under BetrVG, practical involvement and constructive cooperation.
TL;DR
Works council has comprehensive co-determination rights (§ 87 BetrVG)
The Sifa (safety specialist) role in psychological risk assessment: Advisory mandate under ASiG, tasks and cooperation with HR.
TL;DR
The Sifa (also known as FaSi) advises employer on all risk assessment questions
The role of HR in psychological risk assessment: Strategic importance, operational tasks and connection to people development.
TL;DR
HR often leads organization and execution of risk assessment
Psychological risk assessment for remote work and home office: Specific stress factors, legal requirements and practical solutions.
TL;DR
Risk assessment applies to home office and mobile work
Psychological risk assessment in healthcare and nursing: Specific stress factors, implementation challenges and practical measures.
TL;DR
Healthcare professions are among the most psychologically demanding jobs
Risk assessment during organizational change: Stressors from restructuring, merger, site closure and how to protect employees.
TL;DR
Restructuring massively increases psychological stress – risk assessment is often forgotten
Psychological risk assessment for shift workers: Specific stressors from rotating shifts and night work, implementation and effective measures.
TL;DR
Shift work is a recognized psychological stress factor
How to properly analyze psychological risk assessment results: Understanding metrics, identifying critical areas and deriving effective measures.
TL;DR
Analysis is the crucial step between survey and measures