WRM. Legal. Digital. Transparent.
§167 SGB IX requires employers to conduct workplace reintegration management. EasyBGM makes this process structured, timely and audit-proof.
WRM without a system?
No structure
Every WRM meeting runs differently. Nothing is standardised.
Missing deadlines
The 6-week deadline is approaching – and you're losing track.
No proof
In a dispute, documentation is missing. That gets expensive.
Legal uncertainty
What exactly do I have to do? Which deadlines apply? Who must be informed?
WRM under control from start to finish
Case management
All WRM cases managed centrally. Status, progress, participants – everything at a glance.
Deadlines & reminders
Automatic reminders for invitations, meetings and legal deadlines.
Documentation
Meeting minutes, invitation letters and consent forms – archived audit-proof.
Measures
Record agreed measures and track their implementation.
Reporting
Overview of all ongoing and completed WRM cases for works council and management.
§167 compliance
Checklists and templates that ensure your WRM process runs legally compliant.
4 steps to legally secure WRM
Open case
WRM obligation arises after 6 weeks of incapacity. EasyBGM reminds you and creates the invitation letter.
Document meetings
Record meeting content, participants and outcomes in a structured way.
Record measures
Agreed measures are documented and tracked for implementation.
Close case
Audit-proof closure with complete documentation – ready for review.
What §167 SGB IX means
Workplace reintegration management is not optional – it is mandatory.
Mandatory after 6 weeks
Employers must initiate WRM when an employee has been incapacitated for more than 6 weeks (even non-consecutively) within a year.
Sanctions for non-compliance
Missing WRM can render an illness-based dismissal ineffective in unfair dismissal proceedings.
EasyBGM protects you
Complete documentation, deadline monitoring and compliant templates – just in case.
Make WRM legally secure
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