Health Year · For employers

The Health Year. Prevention that reaches everyone.

18 digital screenings over 12 months, for mental and physical health. Employees screen themselves, the occupational physician sees findings that need attention, and your company sees only anonymised figures.

Book an initial call
Illustrative example of one employee's Health Year. Each month she completes one health topic in the app: January heart, February burnout, March bowel, April teeth, May allergies, June skin, July diabetes, August breast or prostate, September testicular or cervical, October infections, November lungs, December anxiety. myon.clinic checks every topic. Most months show no finding. In three months myon.clinic detects a finding and sends an alert with a recommendation: February, elevated stress, recommendation: a stress programme. July, diabetes risk, recommendation: an HbA1c test. October, vaccination gap, recommendation: update vaccinations.
Illustrative example of one employee's Health Year. Each month she completes one health topic in the app: January heart, February burnout, March bowel, April teeth, May allergies, June skin, July diabetes, August breast or prostate, September testicular or cervical, October infections, November lungs, December anxiety. myon.clinic checks every topic. Most months show no finding. In three months myon.clinic detects a finding and sends an alert with a recommendation: February, elevated stress, recommendation: a stress programme. July, diabetes risk, recommendation: an HbA1c test. October, vaccination gap, recommendation: update vaccinations.
Why workplace health now

Sick leave costs more than salary. Prevention starts earlier.

Sickness absence in Germany is high. Mental health conditions in particular lead to long absences. At the same time, most employees feel little attachment to their employer.

Employees at work
For your whole workforce. In the office, on the factory floor, on shifts or on the road: the Health Year runs on employees' own smartphones or in the browser.
14.6 working days

of sick leave per employed person on average in 2025.

Destatis 20261
€227 bn

in lost gross value added due to incapacity for work in Germany, 2024.

BAuA, cited by KBV2
34.2 days

is the average length of sick leave for a mental health condition. These conditions account for 18.7% of all days lost.

DAK Psychreport 20263
77 %

of employees feel only a weak emotional attachment to their employer.

Gallup Engagement Index 20255
The Health Year

Twelve stages for your whole workforce. One topic per stage.

Every participant starts with a personal risk profile. The app then guides them through twelve health topics, each with a risk check, ongoing support, and results with a report.

1risk profile to start18health topics7lifestyle factors alongside

  1. Start: risk profile covering Personal data, Lifestyle, Pre-existing conditions, Family history, Quality of life.
  2. 1 / 12: Heart & circulation. How are my heart, blood pressure and metabolism doing?
  3. 2 / 12: Burnout & depression. Am I just exhausted, or is there more to it?
  4. 3 / 12: Bowel cancer & gut health. Which screenings am I entitled to, and which warning signs should I know?
  5. 4 / 12: Dental health. How healthy are my teeth and gums?
  6. 5 / 12: Allergies & asthma. Is it just hay fever, or should I get my airways checked?
  7. 6 / 12: Skin cancer & skin health. Which moles should I keep an eye on?
  8. 7 / 12: Diabetes. What is my risk of type 2 diabetes?
  9. 8 / 12: Breast or prostate cancer. Which early detection makes sense for me now?
  10. 9 / 12: Testicular or cervical cancer. What should I look out for, and which screenings am I entitled to?
  11. 10 / 12: Infection prevention & STIs. How do I protect myself, and when is a test a good idea?
  12. 11 / 12: Lung cancer & lung health. How high is my risk, and what early detection is available?
  13. 12 / 12: Anxiety disorders. Is this ordinary worry, or should I get support?
Lifestyle programmes alongside

Seven lifestyle topics. Free to add in the app.

Alongside the twelve stages, seven lifestyle topics run all year. Your employees choose matching 7-day programmes themselves and start them directly in the app: free for them and no extra work for HR.

  • Sleep
  • Nutrition
  • Physical activity
  • Resilience
  • Alcohol
  • Smoking
  • Immune system
Programme overview laid out like a shop: free 7-day programmes with a topic filter, a weekly plan and a free label on every card.

Every stage follows
‍the same principle.

No elevated risk

Stay healthy

  • Recommendations for preventive measures
  • Prevention tips and plain-language information
Moderate risk

Take a closer look

  • Recommendation for further tests
  • Information on possible consequences
  • Recommendation to see a doctor if needed
High risk

See a doctor

  • Clear recommendation to see a doctor
  • Information on the condition and treatment options
The myoncare app on a smartphone and the platform in a browser
App & platform

A health companion for your workforce. On any device.

Your employees use the Health Year in the myoncare app for iOS and Android or directly in the browser. Content, questionnaires and reminders arrive exactly when they are relevant.

  • Start with a QR codeScan, register, get going. No integration with your IT.
  • App or browserNative app and progressive web app, no company phone needed.
  • Wearables & health dataConnects to Apple Health, Google Health and Withings.
  • Check-ins & remindersShort check-ins and prompts that fit into the working day.
  • Own resultsEvery participant sees their own results and progress.
  • Secure exchangeChat, video consultations and documents when medical follow-up is needed.
How it works & privacy

See what works. Without seeing individuals.

Employees screen themselves, the occupational physician sees findings that need attention, and your company sees only anonymous figures. All data is aggregated and anonymised.

  1. 1

    Employees

    screen themselves and see their own results.

  2. 2

    Occupational physician

    sees findings that need attention and invites people to targeted check-ups. Only clinically relevant cases are escalated.

  3. 3

    Company

    receives an annual report with aggregated figures and recommendations.

Annual report 2026 · Sample Company

Participation over 12 months
68%
▲ 12 points vs. previous year
Completed screenings
3,950
18 topics
Targeted check-up invitations
46
by the occupational physician

Participation by location

  • Munich79%
  • Hamburg71%
  • Leipzig64%
  • Plant South55%

Risk distribution, topic: stress

  • No elevated risk 58%
  • Moderate 31%
  • High 11%

Topic focus

  • Stress↑ rising
  • Heart health↑ rising
  • Sleep→ stable

Participation rate over the year

0%25%50%75%68%JanMarMayJulSepNovDec

Recommendations for 2027

  • Stress prevention workshop for managers
  • Skin cancer awareness day before summer

Reports cover groups of 10 or more people only. Individual results are never visible to the company.

Who sees what?

Individual results

are visible only to the employee and the occupational physician. Medical confidentiality applies.

Employer

sees only anonymised, aggregated reports, never individual data. Reports require a minimum group size of 10 people.

Voluntary

Participation is voluntary and requires each employee's consent.

Benefits

Good for your employees. Good for your company.

Employees at work
For employees

A companion that fits their life.

  • Easy-to-access screenings and proactive prevention
  • Personal recommendations instead of one-size-fits-all
  • Flexible to use, including outside working hours
  • Full anonymity towards the employer
Team discussing a report
For companies

Workplace health you can measure.

  • Goal: fewer sick days and better performance
  • Reports by location and department
  • Ready-made programme, no effort for IT or HR
  • A visible boost to employer attractiveness
How it fits DGUV Regulation 2

The duty stays with the occupational physician. The Health Year complements it.

DGUV Regulation 2 (the German statutory accident insurance rule on occupational health and safety support) requires companies to determine their individual, company-specific support needs in addition to basic support. This is exactly where the Health Year comes in.

Basic support

Required by law, not negotiable

0.5–2.5 h

of support time per employee and year, depending on the support group

  • Support with risk assessments
  • Involvement in management structures
  • Documentation and reporting duties
  • Attendance at meetings
Company-specific support · required by DGUV Reg. 2

The Health Year

18

digital screenings over 12 months. Mental and physical health, workplace and behavioural prevention.

  • Mental health & Stress
  • Heart health
  • Diabetes
  • Cancer screening
  • Dental health
  • +13 more
New in DGUV Reg. 2 · two reasons for the Health Year

Digital is allowed

Up to one third of support services may be delivered digitally, provided data protection and technical requirements are met.

An annual report is mandatory

Occupational physicians report in writing every year, including on consultations and planned measures for the following year. The Health Year report provides material for this directly.

FORUM Verlag, DGUV Vorschrift 2: Die Neufassung 202519
What the research says

Prevention pays off. When it reaches the right people.

Studies show measurable effects of workplace prevention. The evidence is strongest for programmes on stress and mental health.

−25%

Fewer sick days

On average, workplace health promotion reduces sick leave by a quarter. Every euro invested saves €2.70 through lower absence.

iga.Report 28, 20156
ROI 2.99

Return on investment for mental health programmes

A 2026 meta-analysis finds a significant return on investment for programmes on stress and mental health.

Backes et al. 20267
2 : 1

Presenteeism costs more than sick days

Working while ill caused twice the cost of sickness absence. This effect is not included in the calculator.

Booz & Company, 20118

Important context: the effect depends heavily on the target group, content and participation. Recent reviews find no consistent effect of health programmes overall on sick days7, and digital programmes are abandoned more often than in-person ones18. That is why the Health Year relies on personal relevance, monthly prompts and clear next steps.

ROI calculator

When does the Health Year pay for itself?

Five inputs give you a first estimate. The model is deliberately conservative: it only counts avoided sick leave, with a ramp-up phase in year one.

Your company

500
€52,000
20.8
30%
Scenario
Annual savings potential · from year 2
€64,500

in avoided absence costs at full effect, for 150 participants. About €32,300 in year one.

Return per euro · year 1
€3.59
with ramp-up
Return per euro · from year 2
€7.17
full effect
  • Participants150
  • Health Year cost per year€9,000
  • Avoided sick days · year 1187
  • Avoided absence costs · year 1€32,300
  • Net savings after cost · from year 2+€55,500
  • Break-even per participant0.35 days

Tax: At €60 per person, the Health Year falls within the €600 tax-free allowance under Section 3 No. 34 of the German Income Tax Act (EStG), provided the requirements are met. Your employees then pay no income tax or social security contributions on it.

Request a detailed calculation

Illustrative model, not a guarantee and not tax advice.

Assumptions, formula and sources
InputAssumptionBasis
Sick daysDefault 20.8 calendar days per employeeBAuA, cost of incapacity for work 20242
Cost per sick dayGross salary × 1.21 ÷ 365Employer social security contributions 2026 approx. 21%16; calendar days as in the BAuA method
Effect for participantsConservative −10%, realistic −15%, optimistic −20% of sick daysBelow the iga average of −25%6. Discounted because a 2026 meta-analysis finds no consistent effect7 and digital programmes are abandoned more often18
Ramp-upOn average, half the effect in year oneTopics are added month by month; own assumption
Self-selectionParticipants have 20% fewer sick days than averageHealthier employees are more likely to take part; own assumption
Cost€5 per participant per month; billed only for participantsIndicative myon.clinic price; quote on request
ParticipationDefault 30%Often below 20% for conventional programmes17; digital outreach via QR code reaches more employees

Formula: Avoided days = participants × sick days × 0.8 × effect × ramp-up factor. Return per euro = avoided days × cost per day ÷ Health Year cost. Break-even = cost per participant ÷ cost per day.

Deliberately not included: presenteeism (studies put it at twice the cost of absence8), staff turnover, replacement costs for long-term absence, and any tax advantage. The tax exemption under Section 3 No. 34 EStG9 prevents tax and contributions on the benefit in kind, but does not reduce the company's costs, because it does not replace salary. Income taxes reduce costs and savings equally, so the benefit-to-cost ratio stays the same after tax. From the seventh week of illness, the statutory health insurer pays sickness benefit; the lost working time still remains a cost for the company.

Funding

Two ways to fund it. Neither needs a new budget debate.

Option A

Through the health promotion allowance

Under Section 3 No. 34 EStG, employers can provide health services worth up to €600 per employee per calendar year tax-free. This also makes them exempt from social security contributions1020.

€0€300€600
Health Year approx. €60 · approx. 10% of the budget, effective all yearleft for other health promotion measures: approx. €540
  • tax-free
  • exempt from social security
Option B

Included in the occupational health package

The Health Year becomes part of the occupational health check-up package. The price per employee rises slightly, but there is no separate contract and no separate approval.

Occupational health check-upsCheck-up package
Health Year moduleSurcharge per employee
One flat rateOne price per employee
  • No separate contract
  • No separate approval

Requirements for Section 3 No. 34 EStG: the service meets the criteria of Sections 20 and 20b of the German Social Code, Book V (SGB V) and is provided in addition to the salary already owed. Not tax advice.

Legal framework

Supported by the state. Required by law.

Workplace health promotion receives tax relief in Germany and helps companies meet their legal occupational safety duties.

DGUV Regulation 2
⅓

of support services may be delivered digitally

In addition to basic support, company-specific support needs must be determined. The occupational physician reports in writing every year.

FORUM Verlag19
Section 4(4) EStG

Deductible as a business expense

Costs of workplace health measures reduce taxable profit as business expenses.

General rule, check with your tax adviser
Section 20b SGB V

Health insurers fund health promotion

In 2024, German statutory health insurers invested €282 million in workplace health promotion and reached more than 28,000 companies.

GKV Prevention Report 202511
Section 5 ArbSchG

Assess psychological stress

Employers must include psychological stress at work in their risk assessment.

Occupational Safety and Health Act12
Section 167(2) SGB IX

Return-to-work management (BEM)

Mandatory once someone has been unable to work for more than six weeks within a year. Prevention lowers the risk of long absences.

SGB IX13
GDPR Art. 9 · Section 87 BetrVG

Data protection and co-determination

Health data is specially protected, and the works council has a say on health protection and technical systems. That is why the employer receives only anonymised reports.

BetrVG14

This overview is not tax or legal advice. Whether a specific service qualifies under Section 3 No. 34 EStG depends on certification and design, among other things. We are happy to review the requirements with you.

From alert to care

When a check raises a flag, support continues.

When a check detects a finding, myon.clinic guides the employee into the right care pathway. Example: cardio-renal-metabolic syndrome (CKM).

Illustrative example: an employee goes through the Health Year. After the risk check and stages 1 to 6 with no finding, myon.clinic detects a finding in stage 7, diabetes. The employee is transferred into the care pathway for cardio-renal-metabolic syndrome (CKM): medical assessment with lab values, stage 1 is identified, the lifestyle, sleep and liver modules are added and the GP practice, obesity medicine and dietary advice are involved. Every new value leads to a new staging. Stages 8 to 12 of the Health Year continue in parallel.

What your company sees: nothing personal. Findings stay between the employee, the occupational physician and the care team. You only receive anonymised figures for groups of 10 or more.

The same principle applies to other pathways, for example in Oncology. More on the CKM pathway: Metabolic syndrome.

Illustrative example. Every clinical decision remains with a physician; moving into a pathway requires consent.

Four steps

From the first call to a running Health Year.

  1. 1

    Define your needs

    We discuss your workforce, locations, funding route and how to involve the occupational physician.

  2. 2

    Invite employees

    By email, intranet, noticeboard or QR code. We provide the communication materials.

  3. 3

    The Health Year runs

    Employees screen themselves. The occupational physician sees findings that need attention and invites people to targeted check-ups.

  4. 4

    Receive the annual report

    Aggregated figures and recommendations for the following year, ready to use for the annual report under DGUV Reg. 2.

FAQ

What HR teams want to know first.

Can the employer see the health data of individual employees?

No. Individual results are visible only to the employee and the occupational physician, and medical confidentiality applies. The company receives only aggregated, anonymised reports, and only for groups of 10 or more people.

Is participation voluntary?

Yes. Participation is voluntary and requires each employee's consent.

What role does the occupational physician play?

The duties under DGUV Regulation 2 stay with the occupational physician. The Health Year complements company-specific support: the occupational physician sees findings, invites people to targeted check-ups and receives material for the annual report.

What happens if a check raises a flag?

The employee receives a clear recommendation, and the occupational physician sees the alert. If a medical assessment confirms a finding, she can move into a care pathway with her consent, for example for cardio-renal-metabolic syndrome. Your company is not told about it.

Does the works council need to agree?

For health protection measures and technical systems, the works council has co-determination rights under Section 87 of the German Works Constitution Act (BetrVG). We support you with documentation on data protection and data flows.

Do we need an IT integration?

No. Employees register with a QR code or link and use the app or the browser. myon.clinic handles operation and data maintenance.

Does it reach employees without a desk job?

Yes. The Health Year runs on personal smartphones and in the browser. Invitations can also go out on noticeboards or flyers with a QR code.

What does the Health Year cost?

As a guide, around €60 per employee per year. It can be funded through the tax-free health promotion allowance or included in the occupational health flat rate. We prepare a specific quote in the initial call.

Is it tax-free under Section 3 No. 34 EStG?

Up to €600 per person per year is tax-free if the service is provided in addition to salary and meets the quality criteria of Sections 20 and 20b SGB V. We review the requirements for your set-up with you.

Highest quality and data security.

myon.clinic runs on the myoncare platform, a Class IIa medical device under the MDR, developed by ONCARE GmbH in Munich.

  • MDR Class IIa
  • ISO 27001
  • BSI C5 attestation
  • Certified data security (IITR)
  • GDPR-compliant

The standards and certifications listed refer to the quality management system (QMS) and information security management system (ISMS) of ONCARE GmbH, which is responsible for developing the myoncare health platform. More on quality & data security

Start your Health Year.

In 30 minutes we show you the app, the dashboard and the topic plan, and calculate your savings potential with your own figures.

Book an initial call
Go to the calculator

Sources & notes

20 sources

Research as of October 2026. Figures from studies and statistics may change with new releases. Own calculations are labelled as such. Sources are German-language publications unless stated otherwise.

  1. 1Federal Statistical Office (Destatis): Indikatoren zur Qualität der Arbeit, Krankenstand (sickness absence). Data: IAB working time accounts, 2025. destatis.de
  2. 2BAuA: Volkswirtschaftliche Kosten durch Arbeitsunfähigkeit 2024 (881.5 million days of incapacity, i.e. 20.8 days per employee; €134bn lost production, €227bn lost gross value added), cited by KBV. Per day lost: own calculation (€227bn ÷ 881.5 million days). kbv.de
  3. 3DAK-Gesundheit: Psychreport 2026. Mental health conditions 18.7% of days lost, average 34.2 days per case (2025 data). dak.de
  4. 4Schenkel et al.: Krankheitsbedingte Fehlzeiten in der deutschen Wirtschaft im Jahr 2024. In: Fehlzeiten-Report 2025, WIdO. Musculoskeletal 19.8%, mental health 12.5% of days lost. wido.de
  5. 5Gallup: Engagement Index Deutschland 2025. 10% high, 77% low, 13% no emotional attachment. gallup.com
  6. 6iga.Report 28: Wirksamkeit und Nutzen betrieblicher Prävention, 2015. Press release by BKK DV, DGUV, AOK-BV and vdek, 31 March 2015. vdek.com
  7. 7Backes et al.: Scandinavian Journal of Work, Environment & Health 2026;52(2):79–97, doi:10.5271/sjweh.4265, and press release by the University of St. Gallen, 27 March 2026. sjweh.fi · unisg.ch
  8. 8Booz & Company for the Felix Burda Foundation: Vorteil Vorsorge, 2011 (2009 data). Presenteeism €2,394 vs. absenteeism €1,197 per employee per year. verkehrsrundschau.de
  9. 9Section 3 No. 34 EStG; Federal Ministry of Finance letter of 20 April 2021 (IV C 5 – S 2342/20/10003 :003) and implementation guide by BMF/BMG. deloitte-tax-news.de · bundesgesundheitsministerium.de
  10. 10Deutsche Rentenversicherung: Lexikon summa summarum, Betriebliche Gesundheitsförderung (Section 1 SvEV, €600 per calendar year), as of 2026. deutsche-rentenversicherung.de
  11. 11GKV-Spitzenverband / MD Bund: Präventionsbericht 2025 (2024 data), reported by zm-online. zm-online.de
  12. 12Section 5(3) No. 6 Occupational Safety and Health Act (ArbSchG). dejure.org
  13. 13Section 167(2) SGB IX. dejure.org
  14. 14Section 87(1) Nos. 6 and 7 Works Constitution Act (BetrVG). dejure.org
  15. 15Section 20b SGB V, workplace health promotion. dejure.org
  16. 16Contribution rates 2026: health insurance 14.6% + average additional contribution 2.9% (BAnz AT 10.11.2025), pension 18.6%, unemployment 2.6%, long-term care 3.6%; employer share approx. 21% (own calculation). bundesanzeiger.de
  17. 17RAND Corporation: Workplace Wellness Programs Study, Health Quarterly 2(4). Participation often below 20% of those eligible (US data). rand.org
  18. 18iga.Report 40: Wirksamkeit und Nutzen arbeitsweltbezogener Gesundheitsförderung und Prävention, 2019. Press release by vdek, 14 November 2019. vdek.com
  19. 19FORUM Verlag: DGUV Vorschrift 2: Die Neufassung 2025 zur betriebsärztlichen und sicherheitstechnischen Betreuung. forum-verlag.com
  20. 20Techniker Krankenkasse: BGF und Präventionskurse steuerfrei, beitragsfrei (health promotion and prevention courses tax-free and contribution-free). tk.de