Microsoft Teams is set to introduce a new location tracking feature that will automatically update users’ work locations based on their Wi-Fi connection. This update aims to address challenges in hybrid working environments by allowing colleagues to easily locate each other for in-person collaboration, thereby increasing workplace coordination. However, this development raises significant privacy concerns, as the feature has the potential to enable workplace surveillance. A recent survey indicated that about one-third of companies are employing some form of monitoring software, which has negatively impacted employee morale. As Microsoft prepares to roll out this feature, it will be off by default, requiring user consent to activate it, emphasizing the need for a balance between productivity oversight and employee privacy.
Why do we care?
Here’s the blunt reality: if your hybrid strategy depends on tracking people by Wi-Fi, the problem isn’t the technology — it’s the organization. This is one of those features that sounds helpful on paper, but the minute you deploy it, you’re making a statement about trust. And once you cross that line, it’s very hard to walk back.
For MSPs, this means you can’t just take the request at face value. Before anyone turns this on, you need to ask, “What’s actually broken here?” Because in healthy organizations, people don’t need to be tracked to collaborate. They need clear communication and predictable processes. Surveillance doesn’t solve that.
And from a risk standpoint, location tracking is messy. Employees push back, regulators care, and morale takes a hit. When that happens, the MSP gets dragged into cleanup — not Microsoft. Because if leadership misuses this feature, IT will be blamed for “surveillance,” not HR — and MSPs need to protect themselves from being the face of bad management choices.
So the right move is to step into the advisory role. If a client is considering this feature, start with policy, purpose, and culture. Make sure they understand the implications. And don’t be afraid to tell them: if you feel you need to monitor your people like this, you might have a larger leadership problem to address before the technology even enters the picture.