Workplace Health Management
Workplace health management is a systematic approach to protecting employee physical and mental health, preventing occupational illness, and managing absence. Swiss employers have a general duty of care under the ArG (Arbeitsgesetz) and LAA (Lohnausfallversicherungsgesetz) to implement reasonable measures. It is not optional, though the scale depends on your Pensum and canton.
Workplace health management (Betriebliches Gesundheitsmanagement, BGM) is the planned identification and reduction of health risks in your workplace. This includes ergonomics, workload, mental strain, and absence management. It applies whether you employ 3 people or 300.
Swiss law does not prescribe a single "BGM system" but sets a baseline duty of care. Your canton's labour inspection office and your mandatory occupational health insurance provider (Suva or equivalent) can advise on what's proportionate for your company size.
When it comes up
You face workplace health management most directly when an employee is frequently absent, reports stress or musculoskeletal pain, or when you notice high turnover in a particular role or team. New hires also trigger it: onboarding includes a safe workspace check and clarity on workload expectations.
If you have a workplace accident or receive a Suva inspection, health management records—even informal ones—will be reviewed. Canton labour inspectorates also conduct unannounced visits in some regions.
- After employee illness or injury, you must document what happened and what you changed
- Before increasing anyone's Pensum, review whether they can handle it without health risk
- If an employee reports mental health concerns or burnout, listen and do not ignore it
- Annual check-ins should touch on workload, stress, and any physical discomfort
- Suva publishes free checklists and templates for small firms; use them
- If you employ 50+ people full-time, cantonal rules may require a formal health policy
Your employer obligations
The ArG article 6 states you must "take all measures necessary" to protect employee health and safety. This is not vague—it means you cannot ignore obvious hazards or chronic overload. You do not need a chief health officer, but you must act proportionately.
You are also liable for absences linked to workplace conditions. If an employee becomes ill because of workload or unsafe conditions, your occupational health insurance (Suva) may deny a claim and you may face cantonal fines or litigation.
- Conduct a basic risk assessment (even a one-page document counts) for your industry and roles
- Provide ergonomic seating and adequate breaks; do not enforce unrealistic Pensum
- Respond to health concerns in writing and document your response
- Do not retaliate against an employee who reports a health or safety issue
- Train managers to recognize signs of overload, isolation, or stress
- Keep records of any health-related incidents or accommodation requests for 5+ years
Most common mistake
Treating health management as a one-time box to tick rather than an ongoing conversation. Employers often create a generic safety poster or send an email, then assume compliance. Health is dynamic: workload changes, employees age, roles evolve.
The second error is conflating health management with absence policing. Monitoring sick leave too aggressively or demanding frequent doctor's notes can breed distrust and actually increase stress-related absences. Focus on understanding *why* absences happen and how to prevent the root cause.
- Do not assume employees will self-report stress; ask open questions in 1-on-1 meetings
- Avoid punitive approaches to absence; instead, ask what support or adjustment would help
- Do not skip the health check conversation just because someone looks fine
- Do not assume remote or part-time employees face no health risks
- Do not ignore repeated patterns (e.g. Monday absences or pain during busy seasons)
- Do not wait for a legal problem to start; prevention is cheaper and ethical
Frequently asked questions
- Is workplace health management mandatory for a 5-person team?
- Yes, but scaled to your size. You must follow ArG article 6 (duty of care) and have basic occupational health insurance. You do not need an external consultant or formal policy document, but you do need to think about ergonomics, workload, and how you respond if someone reports a problem.
- What if an employee claims they were made ill by work stress?
- Document everything from the moment they raise it. Write down what they said, when, and what you offered. If a dispute arises, your occupational health insurer and cantonal labour office will review your records. If you ignored warnings or knowingly overloaded them, you are at risk. Consult a lawyer if this escalates.
- Does health management include mental health?
- Yes. Swiss law and insurance law treat mental and physical health equally. Burnout, anxiety, and depression are occupational health issues if they are caused or worsened by work. You must take them seriously and not stigmatize them.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.