Workplace Safety in the Office: Legal Obligations, Ergonomics and Prevention

Workplace safety in the office serves to maintain employee health and provide legal protection for employers. In modern hybrid offices, safety places new demands on the organization of desk sharing and mobile work.

Workplace Safety in the Office: Key Takeaways

  • Legal framework for workplace safety in the office: The foundation consists of the Occupational Safety Act (ArbSchG), the Workplace Ordinance (ArbStättV) and DGUV Information 215-410.
  • Risk assessment in the office: The employer must identify and document the risks (physical and psychological) for each workplace.
  • Ergonomics: Desks, chairs and monitors must be adjustable to prevent musculoskeletal disorders.
  • Personnel: Depending on company size, safety officers, first aiders and fire safety assistants must be appointed in the required numbers.
  • Safety briefings: At least once a year, all employees must be instructed on the hazards and protective measures in the workplace.

What legal regulations apply to workplace safety in the office?

Workplace safety in the office is primarily governed by the Occupational Safety Act (ArbSchG) and the Workplace Ordinance (ArbStättV), which are further specified by DGUV Information 215-410.

These regulations require employers to systematically assess hazards, comply with technical standards for computer workstations and ensure employee safety through regular briefings and the provision of first aiders.

  • Occupational Safety Act (ArbSchG): It forms the foundation and obliges the employer under § 5 to conduct a risk assessment. The goal is to design work in such a way that hazards to life and physical and mental health are avoided.
  • Workplace Ordinance (ArbStättV): It defines minimum requirements for the operation of workplaces. This includes aspects such as room temperature, ventilation, lighting and the design of computer workstations.
  • DGUV Information 215-410 (formerly BGI 650): This guideline from the German Social Accident Insurance is the most important practical standard for offices. It contains detailed requirements for ergonomics, floor space and the safety-related design of work equipment.
  • Display Screen Equipment Regulation (now part of ArbStättV): It sets specific requirements for the quality of monitors, keyboards and software ergonomics to prevent strain on the eyes and musculoskeletal system.

Responsibility and Implementation of Workplace Safety in the Office

The employer is solely responsible for compliance with and implementation of all measures. For support, from the very first employee, the employer is required to provide proof of safety engineering and occupational health care (according to ASIG and DGUV Regulation 2).

Occupational safety specialists (Sifa) and company physicians provide advisory services, but keeping escape routes clear or correctly adjusting office furniture falls under the responsibility of the respective managers or office management.

How is a risk assessment created for office workplaces?

The risk assessment is the required tool for identifying risks to employee health and initiating countermeasures. According to § 5 of the Occupational Safety Act, every employer is obliged to conduct this assessment for all workplaces, document it and update it regularly.

  1. Define work areas: Divide the office into meaningful units, for example individual offices, open spaces, meeting rooms.
  2. Identify hazards: Record all physical and psychological stresses.
  3. Assess hazards: Evaluate the risk (probability of occurrence and severity of potential damage).
  4. Define protective measures: Select appropriate measures according to the TOP principle (Technical before Organizational before Personal).
  5. Implement measures: Carry out the planned improvements.
  6. Check effectiveness: Verify whether the measures have actually reduced the risk.
  7. Document and update: Legally compliant documentation of results and adaptation when changes occur (e.g. new office furniture or software).

Consideration of Psychological Stress in the Office

Since 2013, the Occupational Safety Act has explicitly required that the psychological risk assessment must also be part of the process. In the office, the focus is on factors such as work intensification, constant availability, lack of recovery periods or inadequate work organization. The goal is the prevention of stress-related illnesses and burnout.

Special Case: Risk Assessment for Hybrid Work (Office/Home Office)

Due to the alternation between office and home office, the assessment must extend beyond time spent in the office. The employer must also consider hazards for working from home and on the go. Since the employer has no direct right of inspection in the private space of employees, this is done through self-assessment questionnaires and instructions for the ergonomic design of the home workplace.

What ergonomic requirements must office workplaces meet?

Workplace ergonomics aims to adapt working conditions to the physical characteristics of people. The overarching goal is to prevent improper strain and chronic musculoskeletal disorders .

DGUV Information 215-410 and the standards DIN EN 527-1 (desks) and DIN EN 1335 (office chairs) define exact minimum requirements for this purpose.

The Ergonomic Office Chair

A suitable chair must allow dynamic sitting and be individually adjustable:

  • Seat height: The thighs should slope slightly downward, with feet flat on the floor (knee angle approx. 90° or slightly more).
  • Backrest: It must have lumbar support that supports the natural curvature of the spine in the lower back area.
  • Dynamics: The backrest should be movable (synchronous mechanism) to encourage alternating between leaning forward and backward.

The Office Desk

The desk must provide sufficient space for work equipment and the correct working height:

  • Dimensions: The standard surface area is 160 x 80 cm. A depth of at least 80 cm is necessary to maintain the viewing distance to the monitor.
  • Height: For fixed desks, the standard measurement is 74 cm (± 2 cm). However, height-adjustable sit-stand desks (switching between 65 cm and 125 cm) are ideal for reducing cardiovascular strain.
  • Surface: It must be low-reflection and matte to avoid glare from light sources.

Monitor and Input Devices for the Office

The placement of technology affects the strain on neck and eyes:

  • Viewing distance: Depending on monitor size, this should be between 50 cm and 70 cm.
  • Viewing angle: The top line on the screen should be well below eye level, so that the gaze is slightly tilted downward.
  • Arrangement: The monitor must be positioned directly in front of the user (no twisted posture). Keyboard and mouse should be placed so that the forearms can rest relaxed on the desk.

Light, Noise and Climate in the Office

  • Lighting: For office work, an illuminance of at least 500 lux is required. Natural daylight is preferred, while glare must be prevented using blinds.
  • Noise: The sound pressure level should not exceed 55 dB(A) for predominantly mental tasks.
  • Indoor climate: The recommended room temperature is between 20°C and 22°C. The relative humidity should be between 40% and 60%.

How many first aiders and safety officers do I need for the office?

The number of persons to be appointed for occupational safety is legally defined and depends on the number of insured persons present in the workplace according to DGUV Regulation 1.

  • First aiders: In offices with up to 20 employees present, one first aider must be appointed. From 21 employees onwards, at least 5% of the workforce must be trained as first aiders.
  • Safety officers (SiBe): From a company size of 20 employees, the appointment of at least one safety officer is mandatory. They support the employer on a voluntary basis in accident prevention.
  • Fire safety assistants: Here too, a quota of typically 5% of employees applies. Find all details about training and equipment for fire safety in the office.

Important for planning: The employer must ensure through vacation and sick leave periods as well as hybrid work models that the required number of helpers are physically present in the office at all times.

How is workplace safety implemented in the office with desk sharing and hybrid work?

The introduction of work models such as desk sharing and hybrid work fundamentally changes the requirements for occupational safety. Companies must ensure that the protection goals of the Workplace Ordinance (ArbStättV) are also achieved with daily user changes and in the home office.

  • Ergonomics: Since every employee has different physical requirements, shared workplaces (shared desks) must be versatile and easily adjustable.
  • Space utilization and capacities: In open-space concepts, there is a risk of overcrowding, which increases noise levels and can undermine escape route concepts.
  • Psychological stress: The uncertainty of not finding an adequate workplace in the morning ("desk hunting") creates additional stress and reduces concentration.
  • Hygiene: Frequent user changes require hygiene rules and adapted cleaning cycles.

How does booking software help with workplace safety and health in the office?

PULT is our software for workplace and room booking as well as automated presence detection. It serves many employers as a platform to fulfill their duty of care. The software includes features for ergonomics, emergency management and health protection:

  • Equipment filter: Employees can specifically search for workplaces with height-adjustable desks (sit-stand desks), ergonomic chairs or special monitors.
  • Fixed assignments when needed: For employees with special medical or physical requirements, PULT enables permanent reservation of fixed workplaces as an exception to desk sharing.
  • Emergency Export: At the push of a button, administrators generate a list of all persons actually present. Thanks to WiFi detection (PULT Presence), "no-shows" or spontaneous visitors are also precisely recorded.
  • Capacity control: The software automatically prevents overcrowding of zones. This way, fire safety regulations and escape route capacities are technically accounted for.
  • AI Health & Safety Agent: Our AI agent helps convert occupational safety regulations into tasks and pre-fill compliance documents for audits with real presence data.
  • Noise and acoustic management: Through clear zoning into quiet and team zones as well as the bookability of phone booths, acoustic stress is reduced.
  • Psychological relief: The guarantee of a firmly reserved workplace eliminates the stress of morning searching and ensures a calm start to the workday.
Tip: Learn more about automatic presence detection via WiFi at PULT Presence.

{{onpage-cta}}

Trusted by 1000+ innovative workplaces

Fair in everyday office life and safe in emergencies: Workplace booking and presence detection with PULT.

FAQ

Have questions?

How often does a risk assessment need to be updated in the office?

There is no fixed legal interval. However, an update is mandatory if working conditions change (e.g., relocation, new office furniture, new software), after accidents, or when new occupational safety findings become available. Experts recommend regular reviews every one to two years.

Is the employer responsible for ergonomics in the home office?

Yes, in the context of mobile working (on the road or working from home), the employer is obliged to instruct the employee on the ergonomic design of the respective workplace. In the case of a permanently set up teleworking workplace (teleworking in accordance with ArbStättV), the employer must also ensure that the furniture is provided and carry out a risk assessment on site.

Who is liable for accidents in the office?

In principle, statutory accident insurance (professional association) applies to accidents at work. The employer is only liable to the employee under civil law in cases of intent or gross negligence. However, if the employer fails to fulfill their obligations (e.g., lack of instruction or inadequate maintenance), the professional associations can assert recourse claims or impose fines.

What is the difference between safety officers and occupational safety specialists?

Safety officers are volunteer employees of the company who support their colleagues and look out for deficiencies. Occupational safety specialists (Sifa), on the other hand, are specially trained experts (usually engineers or technicians) who provide strategic advice to employers and provide technical support for risk assessments.

Is the employer required to provide a height-adjustable desk?

A legal entitlement to a sit-stand desk only exists if this is necessary for medical reasons (e.g., due to a doctor's note or after an operation) or if the risk assessment shows that the activity cannot be performed in a way that is otherwise beneficial to health. Nevertheless, height adjustability is now standard in modern, preventive office equipment.

How many first responders must be present during desk sharing?

The 5% quota always refers to the number of employees actually present. In the case of desk sharing and hybrid working, management must ensure that, despite changing occupancy, the required number of trained first aiders is present in the building at all times.

About author

Isolde Van der Knaap

Hybrid Work Enthusiast and Account Executive

At PULT we're designing the future of the hybrid workplace for companies and their employees. Focused on SME and mid market customers in Eruope, I'm working on everything from Customer Discovery to Onboarding. I'm very passionate about new work and moved to Hamburg in 2024 even though I'm originally from France.

Resources

Learn how to run better workplace operations

Muster Point: Definition, Location Rules, and How to Run a Headcount
Office Insights

Muster Point: Definition & Setup

A muster point is the designated spot where employees, visitors, and contractors gather after evacuating a building, so someone can confirm everyone made it out safely. Under OSHA 29 CFR 1910.38, covered emergency action plans need a procedure to account for employees after an evacuation, and a designated assembly area is one common way to do that in practice.

Muster Point: Key Takeaways

A muster point is a designated, safe location outside a building where employees, visitors, and contractors gather and get counted after an emergency evacuation.

Under OSHA regulation 29 CFR 1910.38, employers subject to the standard must include procedures for accounting for all employees after an evacuation.

A safe muster point stays clear of the building's hazard zone and emergency vehicle access routes, and remains visible to evacuees in smoke, rain, or darkness.

PULT is an office management platform whose Presence feature detects who is on-site through a company's existing WiFi network, giving office and security teams a live, automatic headcount during an emergency.

What Is a Muster Point?

A muster point is a fixed, pre-identified location outside a building where everyone gathers after an evacuation alarm. Its purpose goes beyond simply getting people outside: it gives a warden or safety officer a single place to run a headcount, confirm who made it out, and flag anyone still unaccounted for.

Muster Point vs. Assembly Point vs. Muster Station

Muster point and assembly point generally describe the same function, while muster station is a related term commonly used in maritime and offshore settings. Onshore offices and warehouses in the US typically say muster point or assembly point.

Maritime operations commonly use muster station, including in contexts covered by SOLAS muster and drill requirements. For offices and other onshore workplaces, the location and headcount process generally work the same way regardless of whether you use muster point or assembly point.

Where Should You Place a Muster Point?

A good muster point sits far enough from the building to stay clear of smoke, debris, and structural risk, but close enough that people reach it within minutes. Beyond distance, a handful of practical criteria decide whether a location actually works during a real emergency.

Distance from hazards: Keep the point away from the building itself, parking structures, and anything storing flammable material.

Clear of emergency access: Don't block the routes fire trucks and ambulances need to reach the building.

Reachable from every exit: Every evacuation route on the floor plan should lead to a muster point without crossing back through the building.

Visible in poor conditions: Choose a spot that stays identifiable in smoke, rain, or after dark, and mark it with high-visibility signage.

If your evacuation plan needs a broader refresh beyond the muster point itself, our guide to office fire safety covers alarm systems and drill schedules in more detail.

How Do You Set Up and Mark an Emergency Muster Point at the Office?

Setting up an emergency muster point takes three things: clear signage, a person responsible for the headcount, and enough capacity for everyone who might be on site. Multi-floor or multi-tenant offices may need more than one muster point where building size, occupancy, or evacuation routes would otherwise create a bottleneck.

Mark it clearly: Use clear, high-visibility signage so the location remains easy to identify by day and in poor visibility.

Assign responsibility: Designate trained personnel to manage the headcount and report the result to the incident commander.

Plan for scale: Add a second or third muster point for large floors, multiple buildings, or shared office space, and split the roster accordingly.

Put it on the map: Add every muster point to your floor plan and walk new hires through it as part of onboarding.

How Do You Take a Headcount at the Muster Point?

Once people reach the muster point, the warden runs a headcount, sometimes called a fire roll call, and checks names against a roster before reporting the result to the incident commander. The harder part is making sure that roster actually reflects who was in the building, including people who don't show up on a payroll list.

Accounting for Visitors and Contractors

Employees usually appear on a standard roster, but visitors and contractors often don't. A guest who checked in an hour earlier or a contractor working on the third floor still needs a headcount at the muster point. A visitor log that isn't tied into the emergency plan leaves wardens guessing how many people are actually missing.

Manual Fire Roll Call vs. Real-Time Presence Data

A paper roll call at a mid-size office can take valuable time, and it only counts people already written down. PULT Presence uses office network data to show which employees are on site, while visitor and contractor records can supplement the on-site roster during an emergency.

{{onpage-cta}}

Give Every Muster Point a Fast, Accurate Headcount

A muster point only works if people know where it is and someone can confirm who made it there. Distance, signage, and a designated warden solve the location half of the problem. The headcount half comes down to whether your roster actually reflects everyone on site that day, employees, visitors, and contractors included. That's the gap most manual processes leave open.

You see live on-site presence data to support the muster point headcount instead of relying only on a manual roster.

Digitally checked-in visitors and contractors can be included without relying on a separate paper log.

Presence tracking runs through your existing WiFi network and takes under 30 minutes to set up.

Emergency Response activity can provide timestamped records of key actions for your safety files.

{{onpage-cta-2}}

Hybrid Work PULT
Hybrid Work

Hybrid Work Meaning: What It Actually Means and How to Make It Work

Hybrid work meaning simply comes down to a work model that splits time between the office and a remote location on a fixed or flexible schedule. It differs from full remote work and from traditional office work by combining structured in-person days with flexible ones.

Hybrid Work Meaning: Key Takeaways

Hybrid work means employees split their time between an office and a remote location on a structured or flexible schedule, rather than working fully on-site or fully remote.

The most common hybrid work models are fixed, flexible, office-first, and remote-first, and they differ mainly in who decides which days people work where.

Hybrid schedules turn into a space, booking, and coordination problem once attendance decisions have to translate into actual desks, rooms, and access on any given day.

PULT gives office and workplace managers desk and room booking, visitor management, and office insights in one system, helping them build a daily picture of who is expected or actually in the office.

What Is Hybrid Work?

Hybrid work is a work arrangement that combines in-office days with remote days under one policy. The company or employees may choose which days apply to which mode, depending on company policy, agreements, and the model in place. The arrangement covers where people work, and it also covers how a company plans desks, meeting rooms, and team overlap around that mix.

Hybrid Work vs. Remote Work vs. Full-Time Office Work

The three models sit on a spectrum, and hybrid work sits in the middle by design.

ModelWhere you workWho decides the mix
Full remoteAlways off-siteEmployee, within company policy
Hybrid workSplit between office and remoteCompany model, sometimes employee choice
Full-time officeAlways on-siteCompany sets attendance within applicable agreements

The core idea stays the same across every definition: a mix of home and office time, not a replacement for either one.

What Are the Most Common Hybrid Work Models?

Hybrid work models are commonly grouped into four categories: fixed, flexible, office-first, and remote-first. Each one sets different rules for who decides on-site days and how predictable the office population is from week to week.

4 Hybrid Work Model Examples Companies Actually Use

ModelHow it worksBest for
Fixed hybridCompany assigns specific in-office days by team or departmentPredictable coordination and space planning
Flexible hybridEmployees choose their own on-site days based on workloadHigh-autonomy, distributed teams
Office-first hybridOn-site by default, with a set number of remote daysCulture-heavy or client-facing teams
Remote-first hybridRemote by default, with occasional office visits for collaborationDistributed hiring, small office footprint

What Does a Hybrid Work Environment Look Like in Practice?

A hybrid work environment combines a physical office designed for shared use with a digital layer that shows who is where and what is available. Fixed desks give way to bookable ones, meeting rooms need visibility instead of guesswork, and the office becomes a resource people reserve.

The Physical Setup: Desks, Rooms and Shared Space

A hybrid workplace typically mixes hot desks, bookable meeting rooms, and quiet zones for focused work. Teams that come in on the same days get zones instead of assigned seats, and shared spaces get sized for the number of people actually expected, not the full headcount.

The Digital Layer: Booking, Visibility and Insights

The physical setup works better with a system behind it. Employees can book desks and rooms before they arrive, office managers gain visibility into daily occupancy, and both sides benefit from workplace analytics that show which spaces get used and which sit empty. PULT covers desk booking, room booking, and visitor management in one system, so this layer runs on real data rather than a shared spreadsheet.

What Are the Benefits and Challenges of Hybrid Work?

Hybrid work delivers real flexibility, and it introduces coordination problems that differ from those in fully remote or fully on-site models.

The Benefits

More control over where and when people do focused work versus collaborative work

Potentially lower office space costs, since fewer people may need a permanently reserved desk, plus fewer commuting days for employees

Access to a wider talent pool, especially with limited office attendance

Higher retention among employees who value flexibility

The Challenges

Desks and rooms are more likely to get double-booked when there's no central booking system

Teams miss each other on-site because nobody has visibility into who's coming in

Office space sits underused on some days and overcrowded on others

Policies drift once nobody tracks whether the model still matches real attendance

See Who's Expected or Actually in the Office

Book a Demo

What Mistakes Do Companies Make When Introducing Hybrid Work?

Many hybrid work problems trace back to avoidable mistakes made during rollout, although the model itself also creates coordination challenges.

Common Hybrid Work Mistakes

No booking system, so desks get double-claimed and the office turns chaotic on peak days

No attendance visibility, so teams show up on different days and miss each other despite technically being "hybrid"

No clear policy for each role, so employees default to old habits or avoid the office entirely

Treating the rollout as a one-time announcement, then never checking whether the model still fits real attendance patterns

How Do You Set Up Hybrid Work the Right Way?

Getting hybrid work right takes a written policy paired with the booking and visibility tools that keep it running day to day.

A Practical Checklist for Office Managers

1

Pick one hybrid model, fixed, flexible, office-first, or remote-first, and write it down as a policy.

2

Set up desk and room booking so people can reserve space before they arrive.

3

Create visibility into who's on-site each day through a shared booking system.

4

Define clear team rules for in-office days, including core overlap days for meetings.

5

Review office utilization data every month and adjust the model based on actual attendance.

Turn Your Hybrid Work Policy Into a System That Runs Itself

A hybrid work model becomes a working system through a written policy, desk and room booking based on real reservations, and utilization data that shows what's actually happening on-site. The flexibility stays intact, and the coordination problems can be reduced through the right structure.

PULT Office Insights: you see which days and zones actually get used, and you plan your hybrid policy around real numbers.

Your employees book their desk or room for the days they come in and see where their team already sits.

You manage bookings, occupancy, and hybrid rules in one place.

You connect PULT with Microsoft Teams, Slack, Personio, or HiBob, so your hybrid schedules and HR data stay in sync.

{{onpage-cta}}

PULT Workplace Analytics
Office Insights

Workplace Analytics: A Practical Guide to Office Space Utilization

Workplace analytics turns data about desks, rooms, and attendance into decisions about how much office space your company actually needs. A growing share of the field centers on office space utilization: which floors, desks, and rooms your team uses, and when.

Workplace Analytics: Key Takeaways

Workplace analytics: combines desk, room, and attendance data to show how a company actually uses its office space.

Office space utilization: the share of available desk and room capacity used during a given period, is one of the most common workplace analytics metrics.

Workplace analytics vs. workforce analytics: they measure different things — workplace analytics tracks physical space and presence, while workforce analytics tracks headcount, turnover, and other HR metrics.

PULT Workplace Insights: turns presence and booking data into office space utilization reports, with Workplace Insights focused on team- and zone-level reporting.

What Is Workplace Analytics?

Workplace analytics is the practice of collecting and analyzing data on how employees use physical office space and resources, including desks, meeting rooms, and common areas, to guide real estate and facilities decisions. Companies use it to size their office footprint, plan desk-sharing ratios, and back space changes with real usage numbers.

Workplace Analytics vs. Workforce Analytics: What's the Difference?

The two terms sound alike, but they track different data. In office management, workplace analytics often measures the physical workplace, covering desk usage, room bookings, and attendance patterns. Workforce analytics measures the workforce itself, covering headcount, turnover, time-to-hire, and productivity metrics pulled from HR systems.

Some workplace analytics tools build their numbers from calendar and email activity, while workforce analytics tools typically draw on HR and employee data. Office-focused workplace analytics tools, including PULT Workplace Insights, track desk and room usage directly instead, based on presence data rather than calendar entries.

What Is Office Space Utilization?

Office space utilization measures how much available desk, room, or floor capacity is actually used over a set period, compared with the total capacity available. If 200 desks are available and only 90 are occupied on average during the measured period, desk utilization is roughly 45 percent, a gap companies may uncover when measuring real presence rather than reservations.

Why Does Office Space Utilization Matter?

Office space utilization gives facilities and finance teams a concrete number for decisions that otherwise rest on impressions, such as whether to renew a lease, reduce desk count, or redesign a floor. Utilization is one input among several, not the full picture. A complete workplace analytics setup also tracks attendance patterns, no-show rates, and room-level demand alongside office utilization, since lease and renovation decisions need more than one weekly percentage to act on.

Which Workplace Analytics Metrics Should You Track?

Most workplace analytics programs track a small set of metrics repeatedly rather than a long list once. The two categories below cover the majority of practical use cases.

Metric What it shows Typical data source
Attendance rate Share of employees on-site on a given day Wi-Fi presence detection, badge access
Desk utilization Share of desks occupied vs. available Presence data matched to booking system
Room utilization Meeting room occupancy vs. capacity Room booking and check-in data
No-show rate Bookings never actually used Booking system compared with presence data

Attendance and Presence Data

Office attendance figures typically come from the same presence signal as utilization data, Wi-Fi connections or badge scans, but get reported on their own because HR and facilities teams often ask for them separately.

Space and Desk Utilization Metrics

Desk and room utilization data, sometimes called workplace occupancy analytics, works best when it combines booking records with real presence data. Booking data alone can overstate usage because of no-shows.

How Do You Keep Workplace Analytics Data Privacy-Compliant?

Workplace analytics raises greater privacy considerations when it identifies individual employees rather than reporting only aggregated groups. Companies using workplace analytics must ensure that presence and utilization processing complies with GDPR and similar privacy rules, whether data is aggregated or linked to identifiable individuals.

A Wi-Fi-based presence system can reduce privacy risks when reporting is aggregated, but device identifiers and presence records may still be personal data if they can be linked to individual employees.

Choosing the Right Workplace Analytics Software

Workplace analytics software splits into two broad groups. HR-focused platforms analyze calendar, email, and meeting patterns and usually add a separate license on top of existing HR or productivity subscriptions. Office-focused platforms, including PULT Workplace Insights, analyze desk, room, and floor usage and may use existing Wi-Fi infrastructure, booking data, access systems, or sensors, depending on the setup.

Three questions narrow the choice quickly:

1

Does the software need calendar and email access, or does it work from Wi-Fi and booking data alone?

2

Does the reporting operate at the individual level or the aggregated group level?

3

Does the workplace analytics license sit on top of an existing subscription, or does it stand alone?

Turn Office Data Into Space Decisions You Can Defend

Workplace analytics gives office and facilities teams a factual basis for decisions that used to rest on guesswork, including how many desks to keep, which rooms to reconfigure, and where to cut costs while protecting the employee experience. Office space utilization is the metric most teams start with, but attendance and no-show data round out the picture.

Data sources: office space utilization figures can come from passively tracked presence data, booking data, access systems, or sensors.

One dashboard: desk, room, and floor usage show up together in a single dashboard.

Aggregation: Workplace Insights reporting can stay aggregated at team or zone level, while connected presence systems may process user-level attendance data.

No new hardware: you connect your existing Wi-Fi infrastructure directly, with no new hardware to install.

{{onpage-cta}}