Microsoft Teams Introduces Employee Work Location Tracking Feature

ITPro’s Nicole Kobie reports that Microsoft Teams is introducing a work location tracking feature designed to provide real-time updates on employees’ work locations, part of a broader trend toward digital monitoring in hybrid work environments.

The system aims to facilitate collaboration by showing whether colleagues are in the office or working remotely. While the feature seeks to address coordination challenges in hybrid settings, it also creates potential legal and compliance considerations regarding privacy and consent.

The feature was first announced in September 2025 and is scheduled to roll out more broadly in February 2026, following a preview phase.

Microsoft has emphasized that the system operates only during working hours. It requires opt-in consent from individual users. Tenant administrators cannot enable the feature on behalf of employees. Automatic detection occurs either via Wi-Fi connections or by identifying devices connected to configured desk peripherals.

Depending on configuration and user consent, the system may display a general “in the office” status or specify a particular building, creating a digital record of employee locations throughout the workday. According to reporting, Microsoft’s deployment aligns with increased managerial interest in workplace oversight.

Surveys and research indicate that monitoring practices, including the use of wireless equipment and “bossware,” can negatively affect morale and employee trust. The Teams work location tracking feature represents both a technical and procedural shift, balancing organizational oversight with user consent, and coincides with internal policy adjustments at Microsoft that encourage more frequent in-office attendance without mandating a full return to the office.

Legal professionals assessing the feature should consider implications for employee privacy rights, consent management, and regulatory compliance. Organizations implementing this tracking functionality may need to review internal policies, disclosure practices, and potential obligations under data protection and employment laws to mitigate liability and address workforce concerns.