The forms of risk posed by psychological stress are diverse. They range from increased workloads due to staff shortages and the resulting overtime, through to concerns about eventually being replaced by robots and artificial intelligence, and the challenge of balancing work and private life. Current figures highlight the need for action: according to data provided by the health insurance companies, mental and behavioural disorders accounted for 16.7 percent of all days of incapacity for work in 2024, making them the third most common cause of sickness-related absences. At around 42 percent of all cases, they are also the most common reason for receiving a disability pension. Yet mental health is a key prerequisite for productivity, job satisfaction and social participation.

The foundations for maintaining mental health can be laid in the workplace – for example, by creating safe and healthy working conditions. “Our aim is to support companies in maintaining the mental health of their employees, reducing risks and strengthening resources that promote health,” said Dr Stephan Fasshauer, Director General of the German Social Accident Insurance (DGUV) and acting Chair of the National Disease Prevention Conference (NPK).

Promoting mental health in the workplace is a joint task of the National Disease Prevention Conference (NPK). Within this framework, the German social insurance institutions pool their expertise and responsibilities to jointly promote the health and participation of all. The thematic focus for 2026 is the promotion of mental health in the workplace.

For example, to counteract a hectic pace and stress, to protect employees from harassment and bullying at work, or to avoid missed breaks and excessively long working hours, it is essential to take psychosocial risks at work seriously. Here, risk assessment can provide important support in identifying risks objectively – not only qualitatively but also quantitatively. To increase acceptance of the measures derived from this, it is beneficial to involve employees in the process.

Various approaches can be used to identify and assess risks arising from psychological strain. Possible methods include observation procedures, standardised employee surveys and/or workshops.

The focus should be on the hazards associated with the activity in question, what is already being done within the organisation, and what measures may need to be taken to reduce the identified hazards as far as possible.

Addiction prevention in the workplace

Particular attention should also be paid to the problematic consumption of alcohol, cannabis or other addictive substances within the organisation. A representative survey on the topic of ‘substance abuse prevention in the workplace’ among the working population in Germany has revealed that there is still a need for action regarding substance abuse, particularly in terms of information, prevention and a culture of open dialogue. According to the survey, alcohol is most frequently cited as a problematic substance. 21 percent of respondents report such consumption in their working environment. This is followed by cannabis and nicotine, each at 5 percent. Four percent each cited illegal drugs or the misuse of medication. Employees in the transport and logistics sector (35 percent), social services (32 percent), public administration (31 percent) and the manufacturing sector (30 percent) reported problematic consumption particularly frequently.

Background: NPK

The NPK was established to strengthen cross-sectoral and goal-oriented cooperation in prevention and health promotion within people’s everyday lives. It is based on the Act on Strengthening Health Promotion and Prevention (Prevention Act). The NPK’s remit is to develop and update a national prevention strategy (Sections 20d and 20e of Book V of the Social Code [SGB V]). The NPK is funded by the statutory health, accident and pension insurance schemes, as well as the social long-term care insurance, represented by their umbrella organisations: the National Association of Statutory Health Insurance Funds (GKV-Spitzenverband), the German Social Accident Insurance (DGUV), the Social Insurance for Agriculture, Forestry and Horticulture (SVLFG), and the German Federal Pension Insurance (Deutsche Rentenversicherung Bund). ●