The modern workplace is hybrid, data-driven, and privacy-sensitive. In 2026, UK organisations choosing occupancy sensors must balance accurate people-sensing with strong data protection and employee trust. This guide explains camera-free, privacy-first sensor options, UK regulatory considerations, technical and procurement criteria, and an actionable checklist to help you choose and deploy workplace occupancy sensing responsibly.
Occupancy sensors detect whether a space is occupied and, in many cases, count how many people are present.
Camera-free sensors minimise the collection of identifiable personal data, reducing privacy risks and improving workplace acceptance.
Note: camera-free does not absolve you from data protection obligations. You still need lawful basis, transparency, and appropriate safeguards.
Senses heat signatures rather than camera images; often processes data on-device.
Detects motion via changes in infrared energy.
Measures movement and distance using radio waves.
Uses sound waves to detect movement and occupancy.
Indirect occupancy estimation based on CO2 concentration and air quality.
Tracks smartphones or badges by Wi-fingerprint or BLE.
Choose technology or combinations based on required accuracy, privacy needs, site layout, and integrations.
Legal and ethical factors that must guide buying and deployment in the UK:
Occupancy monitoring is personal data processing when it can identify individuals directly or indirectly. Apply principles: lawfulness, purpose limitation, data minimisation, storage limitation, integrity, and confidentiality.
The Information Commissioner’s Office (ICO) expects transparency, lawful basis, and Data Protection Impact Assessments (DPIAs) for monitoring staff at scale.
Conduct a DPIA for large-scale or intrusive monitoring; document risks and mitigation (edge processing, anonymisation, limited retention).
Typically use Legitimate Interests or Contractual necessity, but always provide clear staff notices, a privacy notice, and an opportunity to raise concerns.
Do not deploy occupancy sensing in changing rooms, toilets, or other areas with heightened privacy expectations.
Consult legal counsel or a data protection officer for binding guidance.
When evaluating solutions, weigh these practical and technical factors:
Ask vendors for clear, testable specs:
Request live demos or recordings of anonymised sensor outputs in representative office spaces.
Typical ROI drivers: reduced energy bills, lower real estate costs, and better workplace experience. Run a 90-day pilot to measure impact before full rollout.
Vendors that combine non-image thermal sensing, on-device AI, and strong privacy practices are well suited for UK workplaces because they reduce the risk profile while delivering useful occupancy insights.
For example, Butlr focuses on a thermal, camera-free sensing platform designed for privacy-first people sensing and spatial intelligence. Evaluating specialist vendors helps ensure both compliance and the practical utility needed for workplace decisions. Company info: https://butlr.com
Final note: privacy-first, camera-free occupancy sensors can deliver the accuracy and business value organisations need while respecting employee privacy and UK legal requirements. Combine the right technology with transparent governance and measured rollout to achieve sustainable results.
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