Predah — a statutory break system for computer work
Predah turns the rules from your risk assessment into a schedule, prompts on Windows machines, and records that do not claim more than the system knows. Employee records stay on your organization's infrastructure.
The obligation
The Regulation on the protection of workers exposed to static, psycho-physiological and other workplace strain (NN 73/21) has been in force since 2021. Most organizations have a break policy on paper. Few have a record of its enforcement — and a policy that cannot be evidenced, the moment it matters, does not exist.
Whether this provision applies to a given workplace is established by the employer in the risk assessment. Predah does not make that judgment and does not claim to. It supports the implementation and documentation of Article 17 breaks after you establish applicability.
The binding text, in the original Croatian (NN 73/21, Regulation on the protection of workers exposed to static, psycho-physiological and other workplace strain — Article 17(2)):
„Ako ne postoji mogućnost promjene aktivnosti radnika, odnosno radnik nema spontanih prekida tijekom rada, poslodavac mu je, ovisno o težini radnih zadataka i posljedičnog vidnog i statodinamičkog napora, tijekom svakog sata rada mora osigurati odmore u trajanju od najmanje pet minuta i organizirati vježbe rasterećenja.
How it works
Workplace groups from your risk assessment become rule groups in the system.
Break duration and frequency, relief-exercise content, deployment mode. Every change publishes a new rule version.
The prompt appears on the workstation. An employee can start, defer, or dismiss it, with no consequence and no rating.
Records sync to your infrastructure. The vendor's central system receives only license data and upgrade metadata.
Aggregate views for HR and legal, a change log for audit.
What the record means
The record does not claim the employee performed the exercise. It claims the prompt was shown, that a session was started, and that the countdown ran to completion. Nothing more.
A record that claims "the employee exercised" falls to a single witness who says they pressed start and walked away — and when one field falls, the whole log falls. A record that does not overclaim gives less to dispute; the record's legal weight is for the organization and its counsel to assess.
prompt_shown · started · snoozed · dismissed · expired · timer_completed
Six events. The system records nothing seventh.
Deployment modes
Organizations differ in how much legal work they can take on. That is why the deployment mode is a setting you choose at install time, not a product stance. Neither of the two modes is "better."
| Minimal | Full | |
|---|---|---|
| Activity sensing | none | a coarse OS inactivity signal |
| Defers prompt on inactivity | no | yes |
| Eye-break prompts | off | every 20 minutes, 20 seconds |
| Break cadence | one five-minute break each hour | every 30 minutes, 90 seconds |
| Data-protection impact assessment (DPIA) | likely not triggered | required |
| Works-council consent | likely not triggered | needed |
In minimal mode the processing flow does not read inactivity and writes no activity record — the data is not collected, and what is not collected is not sent. In full mode the coarse inactivity signal serves only to defer the prompt. Full mode requires procedures we state openly, because your data-protection officer must run them anyway.
Privacy and data location
Employee records are stored on the organization's infrastructure. The vendor's central system receives only license data and upgrade metadata.
the line is the boundary — employee data does not cross it.
The list is binding, not a statement of intent.
Everything that syncs, the employee sees in the in-app transparency log. If it is not in the log, it was not collected.
For every reader
The Article 17 obligation is specific, and Predah operationalizes and documents it. The record is deliberately conservative: prompt shown, session started, countdown completed. Whether the provision applies is established by you in the risk assessment.
A program employees can trust. Everything that is recorded, the employee sees. The prompt can be deferred and dismissed with no consequence and no rating. Views are aggregate — no individual inspection, points, ranking, or comparison, in any view, ever.
Employee data stays on the infrastructure you control. Silent MSI install, signed upgrades the organization approves, the ability to roll back to a previous version, an add-only change log, controlled export, and materials for the DPIA.
Nothing is hidden: every synced field the employee sees in the transparency log. The minimal mode exists for exactly this — reminders without any activity sensing. The system does not measure performance, productivity, or attendance, so its data is not usable for decisions about people. The coarse inactivity signal in full mode is stated openly and introduced through the regular procedure.
Readiness
The relief-exercise program is adopted by your organization's occupational-medicine specialist, under Article 18(3). A vendor attestation does not replace that obligation. Predah builds into the product the procedure by which that adoption is carried out and recorded.
For authorized partners
Predah does not replace the authorized firm or the occupational-medicine specialist. It gives them an operational layer for deploying and documenting the break program at the client.
Channel
No authorized firm is listed until there is explicit consent and a measurable source.
Tell us the organization's size and activity. We will establish the rest in conversation.
