Key points
Workplace health promotion connects voluntary activities with supportive working conditions. Start with a clear audience, employee involvement, responsibilities and a next task you can review.
What is workplace health promotion?
Workplace health promotion, known as BGF in Austria and Germany, addresses health at work on two levels: it offers support to employees and addresses working conditions. The Austrian Health Portal covers both individual behavior and organizational conditions. Participation, a systematic process and evaluation are core principles.
For your organization, a voluntary activity and an organizational change can be planned together. If unsuitable timing prevents participation, solve the access issue. Additional content alone will not address it.
How does it differ from workplace health management?
BGF refers here to specific health promotion approaches. BGM describes the organizational framework for objectives, responsibilities and coordination of health-related tasks. A practical distinction helps at the start: the strategy sets out your goals; relevant health promotion activities are then selected and delivered.
BGF and BGM: the Austrian and German context
Examples: connect activities with working conditions
The table contains editorial planning examples. Select activities based on your circumstances and agree them with employees and appropriate professionals.
| Starting point | Possible voluntary offer | Organizational task |
|---|---|---|
| Movement offers have not reached a team effectively | An accessible class or voluntary activity | Agree on time windows and access with the team |
| A health day will introduce the program | Suitable workshops and existing screening offers | Define preparation, registration and follow-up activities |
| Information reaches only people with company email | Digital offers or repeated on-site sessions | Plan noticeboards, team discussions and other access routes |
| Too many tasks are described as urgent at once | A voluntary workshop on organizing work | Clarify decisions and priorities with managers |
Getting started: five specific planning decisions
1. Clarify needs and audience
Talk first to the people you want to reach. Ask about organizational barriers, interests and accessible time windows. Separate observed problems from assumptions. An attendance list alone does not explain why others do not use an offer.
2. Set an objective you can review
Choose an initial objective your project team can actually assess. For example: make a class accessible to the late shift and review access together after the first round. Avoid broad goals such as “healthier employees” without a specific task and suitable evaluation.
3. Choose the activity and organizational task
Do not begin with a catalog. Determine which workplace change is needed and which voluntary activity fits. Check space, access and required support. A few activities with clear processes can be a useful start.
4. Record ownership and resources
Name an owner, an approval process and required resources. Record who invites participants, answers questions and handles cancellations. Internal coordination and communication require time alongside course delivery.
5. Agree on a review and the next decision
Schedule the review before launch. Check whether the task was completed, intended groups were reached and access worked. Then decide whether to adapt, continue or replace the approach.
Connect objectives, responsibilities and activities in your strategy
What does a manageable plan look like?
Editorial example: a company wants to open a movement offer to employees without a fixed desk. Teams first agree on suitable times and an accessible sign-up route. A named contact organizes information and questions. After the first round, they discuss accessible sessions and necessary changes.
This is not a report on a specific FIT-UP customer or an effectiveness promise. It shows how a broad topic becomes an organizational task. The annual plan and self-check help record these decisions.
Review your Corporate Health setup with nine questions
What role can FIT-UP play?
FIT-UP combines digital modules with existing on-site offers. The entire platform is modular: choose the app, challenges, communication and other features to suit your needs. Health days, HRV and AI-supported posture analysis remain separate offers with a jointly agreed scope.
The platform supports delivery and access. Objectives, internal responsibilities and working conditions still require decisions within your organization. Discuss audiences, sites and organizational requirements before selecting services.
Explore FIT-UP modules and existing services
What matters for funding and evaluation?
Austria and Germany have different advice and funding routes. FGÖ describes a workplace health promotion project process; GKV guidance sets criteria for insurer services. Check eligibility with the appropriate body. Possible support does not automatically fund all app modules or on-site services.
Check Austrian and German funding routes separately
Distinguish delivery, use and outcomes. More attendance initially indicates more use. A change in absence does not prove that one activity caused it. Personal health measurements and diagnoses do not belong in managers' performance assessments.
This guide supports planning. It does not replace professional assessment of your circumstances, occupational safety measures or medical diagnosis.
Sources and context
Editorial source review: 04 October 2026. The linked sources explain the evidence and its limitations.