The key benefits of "open" plan offices relate to providing enhanced opportunities for communication and interaction when they are critical elements of the work process. The issues of noise, unwanted distractions and disruptions, lack of confidentiality and capacity to concentrate are generally raised as the key problems with "open" office.

It is a question of getting the balance right between "open" and "enclosed" spaces and providing opportunities for staff to have quiet locations where concentrated work can be done and private discussions can be held and at the same time fostering opportunities to encourage communication, share knowledge and support interaction between groups.

There are different ways of thinking about "open plan". Technically, best thinking defines "open plan" as a particular style of workplace (and these guidelines refer to The Open Plan Model as one of the seven workplace models identified).

A better term is "open office" which refers to the characteristics associated with "open" environments and a more meaningful question is "What's the right balance between open and enclosed offices?" Distinguishing between the different types of "open" environments is the real issue.

Another complex issue and the real answer is that it is dependent on the Agency involved and the type of work undertaken by a staff member. Ultimately the answers rest with the individual Agency and there are no specific Government regulations. As a general guide Government expects agencies to try and ensure that offices do not exceed 10% of all workplaces in number or 5% of the total area.

Traditionally the most senior people in agencies have been given offices based on their seniority and offices have been seen as a status symbol. This is still the case. However, best thinking suggests that issues relating to job function such as specific confidentiality/ privacy/security of information issues are more relevant than grade alone in determining who should have an office. In practice, however, there needs to be a balance between respecting seniority in the organisation and identifying genuine need.

The allocation of an office or the 'taking away' of an existing office in a changed workplace is always emotive, and agencies need to be seen to be 'giving back' if they are 'taking away'. This usually occurs through the provision of additional types of support spaces in the overall planning philosophy, such as additional spaces for quiet discussions and increased numbers of meeting areas.

• An employer must provide a first aid kit, which is under the control of trained first aid personnel, at any place of work at which more than 25 persons are employed.
• An employer must provide a first aid room where more than 200 persons are employed, or at a construction site where more than 100 persons are employed.

The business analysis of the agency and the type and style of work done by the agency ultimately determines the types of support spaces that will best deliver agency requirements. Whilst there is a range of standard traditional support spaces with indicative sizes, listed under Design Considerations, the images included in Space Types, provide examples of other innovations.

Many of the traditional support spaces are generally assumed in most contemporary office planning but agencies are encouraged to identify "new" support spaces that can support their specific needs.