Your APV is broken. Let’s fix it.

Most companies already do an APV (Workplace Assessment).

The problem?

Most APVs don’t change anything.

They’re completed to satisfy legal requirements, filed away, and forgotten — until the next inspection, incident, or resignation.

This article explains what an APV should be, why most APVs fail, and how to turn it into a tool that actually improves your work environment instead of just documenting it.

What is an APV — really?

An APV (Workplace Assessment) is a structured evaluation of your organization’s work environment, designed to identify risks before they turn into sick leave, disengagement, or accidents.

It covers both:

• Physical conditions (ergonomics, safety, indoor climate)

• Psychological and organizational factors (stress, workload, clarity, collaboration)

In theory, the purpose is simple:

Prevent problems before they become expensive.

In practice, many APVs end up as static snapshots — not living systems.

A good APV doesn’t just identify risks.

It answers three uncomfortable questions:

• Where are we exposed right now?

• What are we doing about it?

• Who is accountable for change?

Is an APV legally required?

Yes. In Denmark, an APV is mandatory for all organizations with employees, regardless of size or industry. Employers are responsible for:

• Conducting the APV

• Involving employees

• Documenting results

• Creating and following up on action plans

Failing to do so can result in:

• Orders from the Danish Working Environment Authority

• Fines

• In severe cases: shutdowns due to unsafe conditions

But compliance alone doesn’t protect you from stress, turnover, or burnout.

It only protects you from fines.

How often should you do an APV?

Legally: at least every three years.

Realistically: whenever your organization changes.

You should update your APV if:

• Roles or responsibilities change

• New systems or technology are introduced

• Teams are reorganized

• Leadership changes

• Stress or absence increases

• Employees start raising concerns

Waiting three years to discover risks is how problems quietly grow out of control.

More questions ≠ better insight

There’s no fixed number of questions an APV must include.

But there is a rule most companies get wrong:

If employees don’t understand the questions — or see the point — the data is useless.

A strong APV:

• Focuses on relevant risks

• Covers physical, psychological, and organizational factors

• Is quick to complete

• Produces clear, actionable insight

Long surveys don’t create better decisions.

Better questions do.

What does an APV cost?

That depends on how seriously you take it.

• Small organizations often run APVs internally using free templates

• Larger or more complex organizations typically need structure, documentation, and follow-up support

Costs range from:

• Almost nothing (DIY, minimal scope)

• To €10,000+ for external consultants and manual processes

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Increasingly, companies choose digital APV solutions that combine surveys, analysis, documentation, and action planning — without the overhead.

Should you do your APV yourself — or get help?

You can do it yourself.

Most companies do.

But many struggle with:

• Validity of questions

• Consistency across teams

• Follow-up and ownership

• Turning insight into action

That’s where systems matter. With Culturequest, companies tailor their APV to:

• Organization size

• Industry

• Risk profile

• Legal requirements

The result isn’t just compliance — it’s clarity.

For organizations with many employees or complex structures, digitalizing the APV process saves time, improves data quality, and makes follow-up possible across departments.

Is an APV enough?

Short answer: No. An APV is necessary — but not sufficient. Here’s the difference:

APV (Workplace Assessment)

• Legally required

• Broad evaluation of work environment

• Typically infrequent (every 3 years)

• Focuses on risk identification

Well-being surveys

• Not legally required

• Ongoing insight into engagement and stress

• Can be run multiple times per year

• Detect issues early

Culture measurement

• Goes deeper than satisfaction scores

• Looks at norms, behaviors, and leadership patterns

• Explains why problems occur

• Enables strategic cultural change

APVs identify where you’re exposed.

Culture and well-being data explain why — and what to do next.

Why APV works best as part of a bigger system

When APVs are combined with ongoing measurements, organizations move from:

• Reactive compliance → proactive prevention

• Gut feeling → evidence-based decisions

• One-off reports → continuous improvement

That’s when APV stops being a checkbox — and starts becoming a leadership tool.

Choosing the right APV tool

Digital APV tools help organizations:

• Save time

• Improve data quality

• Identify trends

• Create clear action plans

• Involve employees more effectively

At CultureQuest, we’ve built an APV module designed to:

• Meet all legal requirements

• Integrate with ongoing culture and well-being data

• Turn insight into concrete action

• Support leaders — not overwhelm them

Because an APV that doesn’t lead to action is broken.

And broken systems cost money, people, and trust.