During the last years, corporate health promotion has become an important issue not only within the fi eld of work science or medical publications, but also in the fi eld of human resource management (HRM) (see, for example, Badura and Hehlmann 2003; Bedner 2001; von Eckardstein and Lueger 1996; von Eckardstein et al. 1995). Here, corporate health promotion-understood as voluntary measures on the corporate level that expand the legally required coverage and protection for employees-are taking on an increasingly strategic function in HRM in light of demographic developments (von Eckardstein 2003, 2004) as well as in connection with the development of human capital. Also, Turck (2003) considers corporate health promotion as a strategic function in HRM, as investments in individual health care play a decisive role concerning the creation of corporate human capital.