Innovation through networking: the single contact points for employers in the German vocational rehabilitation and participation system

Introduction The German vocational rehabilitation and participation system is highly complex due to fragmented legal responsibilities and institutional structures. To address this and improve labor market inclusion for people with severe disabilities, Single Contact Points for Employers [Einheitliche Ansprechstellen für Arbeitgeber (EAA)] were established in 2022. The EAA are legally mandated, provider-independent entities that support employers in hiring and retaining employees with disabilities. The article analyzes the network structure of the EAA within the vocational rehabilitation and participation system, how the structure is evaluated, and which partners are most relevant to the EAA. Methods A network analysis was conducted through egocentric network maps (N = 20) with EAA consultants, online surveys of EAA consultants (N = 18), and their key network partners (N = 123). Additionally, N = 7 guided expert interviews (5 with employers, 2 with EAA supervisors) and three focus groups of 3–6 people each (1 with EAA consultants, 1 with EAA supervisors, and 1 with network partners) were analyzed using qualitative content analysis to assess the structure and quality of cooperation. Results The EAA work closely with policy actors from the vocational rehabilitation and participation system who provide advice and services for participation in work, such as Integration Services, Employment Agencies, and Specialist Agencies. These collaborations are characterized by mutual information exchange and generally positive cooperation. Actors from the economy, civil society, and academic sector are underrepresented in the EAA's overall network. Employers’ associations were rarely named as key partners, and civil society organizations were absent. Discussion The EAA's strong integration into policy networks underscores their institutional relevance. However, their limited ties to economic and civil entities suggest a constrained capacity for innovation. This pattern reflects both the strengths of their legal mandate and the challenges of acting independently within a highly structured system. Expanding their relational scope could foster more holistic solutions for inclusive employment.