Erfüllt eine GBU-Befragung allein die gesetzliche Pflicht nach 5 ArbSchG?

Nein. 5 ArbSchG verpflichtet zur Erfassung psychischer Belastungen, 3 ArbSchG verpflichtet zusätzlich zur Ableitung und Umsetzung wirksamer Maßnahmen. Die meisten GBU-Tools liefern eine Befragung und einen Bericht. Was danach kommt, Maßnahmenplanung, individuelle Mitarbeiterunterstützung, Umsetzung und Erfolgskontrolle, liegt bei HR. mentalport automatisiert diesen gesamten Folgeprozess.

Was unterscheidet mentalport von klassischen EAP-Anbietern?

Ein klassisches EAP reagiert auf Krisen: Mitarbeitende rufen eine Hotline an, wenn sie bereits in der Krise sind. Die durchschnittliche Nutzungsrate liegt unter 5%. mentalport misst psychosoziale Risiken systematisch, leitet Maßnahmen automatisch ab und unterstützt Mitarbeitende individuell, bevor eine Krise entsteht. Die Teilnahmerate liegt bei über 85%, weil technisch garantierte 100%-Anonymität mehr Vertrauen schafft als eine Telefonhotline.

Was bedeutet technisch garantierte Anonymität bei mentalport?

Bei mentalport ist es technisch nicht möglich, individuelle Antworten einzelnen Mitarbeitenden zuzuordnen, weder für HR noch für Führungskräfte noch für Admins. Das ist kein organisatorisches Versprechen, sondern eine architektonische Garantie. Kein anderer Anbieter im deutschen Markt weist diese technische Anonymität nachweislich nach. Das ist der zentrale Grund für die hohe Teilnahmerate und die Qualität der erhobenen Daten.

Ab welcher Unternehmensgröße lohnt sich mentalport?

mentalport ist ab 5 Mitarbeitenden schon nutzbar. Die gesetzliche GBU-Pflicht gilt ab dem ersten Mitarbeitenden, der manuelle Aufwand für Befragung, Auswertung und Maßnahmenableitung amortisiert eine digitale Lösung jedoch ab ca. 50 Mitarbeitenden im ersten Quartal. Bei 100 Mitarbeitenden stehen typische Personalkosten von EUR 6.000-8.000 für einen manuellen Durchgang gegen EUR 3.600 Jahreskosten bei mentalport, inklusive vollständiger Automatisierung.

Kann mentalport einen bestehenden EAP-Vertrag oder eine Beratungslösung ersetzen?

In der Regel ja, für den GBU-Pflichtprozess und das kontinuierliche Risikomanagement vollständig. Für akute Krisenintervention mit persönlicher Therapeutenanbindung kann ein EAP ergänzend sinnvoll bleiben. mentalport liefert GBU Psyche nach 5 ArbSchG, individuelle Mitarbeiterunterstützung, automatisierte Arbeitsschutzmaßnahmen auf Organisations- und Individualebene sowie Echtzeit-Management-Reporting. Was klassische Berater als Projekt für EUR 5.000-15.000 einmalig liefern, liefert mentalport kontinuierlich ab EUR 3 pro Mitarbeitendem und Monat.

mentalport vs. Bloom 2026 | GBU Psyche & Risk Management

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Market comparison: Why are conventional processes reaching their limits?

criterion

Bloom

Mentalport

Generation product category

Generation 1 (reactive EAP benefit)

Generation 2/Wellbeing Manager

Technical anonymity (via GDPR, without re-identification)

Unclear

The only technically anonymous | Re-identification impossible on the system side

Real-Time Dashboard

Unclear

yes

Workplace integration (e.g. MS Teams)

Unclear

Yes, for maximum adaptation

ISO 45003 compliance

Yes, fully automated

Action automation

Yes, completely

Attendance rate

Unclear

52% +80%

HR expenses/month

Unclear

<20 min/100 mA

pricing model

On request

From 45 €/month for long-term legal certainty & impact

From a technical point of view, there is no direct comparison of performance with conventional GBU offerings, as mentalport dissolves the line between analysis and implementation. While traditional methods only cover the survey phase, our infrastructure integrates downstream occupational safety measures directly into the workflow.

By combining legally compliant GBU Psyche (according to GDA Psyche work program) and clinically validated intervention, you ensure the organizational stability of your teams while maintaining maximum capital efficiency & process automation.

Mental Wellbeing Business Case: The biggest hidden cost factor in companies

Psychological stress costs companies more than they think. Click through the 5 biggest cost factors and find out where your company is already losing money today.

1. Absenteeism

‍Absences due to psychological stress are constantly increasing. Mental illnesses currently result in an average of 342 sick days per 100 employees per year in Germany.

Case duration of mental illnesses: Ø 33—37 days with average costs per absenteeism of around 400€.

‍Costs: ~1.500 € per employee/year

Continued payment costs weigh on companies' liquidity by an average of 1.5-2% of total turnover. With mental health as the third most common reason for failure, it is the biggest cash burden.

‍‍Sources: Federal Institute for Occupational Safety and Health (BAuA, 2023), DAK Psychoreport 2025, Rehadat Statistics

2. Presentism
Present but not efficient: Stress, exhaustion and overwork as well as illness reduce productivity by a factor of 2-3 to absenteeism.
‍
👉 Ø 15-20 days of loss of productivity per employee in a conservative approach.
‍
Costs: ~4.000 € per employee/year

‍‍Source: Federal Institute for Occupational Safety and Health (BAuA, 2022), Deloitte UK, Mental Health Report 2023

3. Fluctuation
Unprocessed burdens lead to internal dismissal and job changes. 40% of voluntary layoffs are psychologically related and 50% of knowledge workers have already resigned internally (quiet quitting).
‍
👉 Replacement and training costs can amount to up to 200% of salary.

Costs: ~2,400 € per employee/year

‍‍Source: Gallup Engagement Index, 2024, Work Happiness Report 2025

4. Culture & Innovation

Psychological uncertainty acts as an invisible brake: less creativity, less innovative power, more conflicts.

👉 Efficiency losses due to weaker collaboration.

Costs: ~700 € per employee/year

‍‍Source: Deloitte “Mental Health and Productivity” 2024, WHO (2024)

5. Compliance & ESG

Health insurance & pension insurance are recording increasing spending on rehab & early retirement. Mental illnesses are also the most common cause of disability pensions.

Failure to take measures entails risks: legal consequences, reputational damage and failed ESG standards. D&O insurance companies are also increasingly considering mental health as a risk indicator.

Compliance & average recourse costs as well as ESG opportunity costs are included.

Costs: ~500 € per employee/year

‍‍Source: Debeka (2024), DRV (2024), EU-OSHA, ISO 45003 guidelines, 2021

Around 9,000€ per employee and year: The biggest undetected cost block in the company. Do you want to know exactly what the Mental Wellbeing business case looks like in your company? Start the validated ROI check now:

Start ROI check now

Frequently Asked Questions

Does a PRA survey alone fulfill the legal obligation under national occupational heath & safety acts?

What makes mentalport different from classic EAP providers?

What does technically guaranteed anonymity mean at mentalport?

From what size of company is mentalport worthwhile?

Can mentalport replace an existing EAP contract or consulting solution?

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mentalport vs. Bloom 2026 | GBU Psyche & Risk Management

Summary of the settlement

Market comparison: Why are conventional processes reaching their limits?

criterion

Bloom

Mentalport

What makes mentalport different from other providers?

When is this option worthwhile?

When is mentalport worthwhile?

Mental Wellbeing Business Case: The biggest hidden cost factor in companies

Do you want to promote mental health in your company?

More comparisons

Frequently Asked Questions

Frequently Asked Questions

Does a PRA survey alone fulfill the legal obligation under national occupational heath & safety acts?

What makes mentalport different from classic EAP providers?

What does technically guaranteed anonymity mean at mentalport?

From what size of company is mentalport worthwhile?

Can mentalport replace an existing EAP contract or consulting solution?

Promote mental wellbeing with mentalport