Smart Glasses in the Workplace 

By Sonal Shah, JD, Assistant Director, Employment Law Services 
Published January 20, 2026 

As technology rapidly advances, smart glasses are moving into the mainstream. These devices can record video, capture photos, and livestream content. While they offer clear benefits, such as hands-free recording, documentation, and real-time communication, their ability to discreetly capture audio, video, and other data presents significant legal, ethical, and security risks for employers. 

Key Risks and Workplace Concerns 

• Two-party consent laws. Illinois, along with several other states, generally requires the consent of all parties before audio may be recorded. Unauthorized recording may violate wiretapping, privacy, and data protection laws, exposing both employees and employers to civil or even criminal liability. 

• Impact on employee behavior and workplace culture. Research consistently shows that individuals who know they are being recorded or photographed may become more guarded and less willing to speak openly. Recording can erode trust, increase discomfort, and undermine collaboration, brainstorming, and authentic communication. 
• Confidentiality and data security risks. Unregulated recording or transcription of workplace conversations, along with photographs of people, meetings, workspaces, and documents, can compromise sensitive or proprietary information. When employers cannot determine who is recording, what is being captured, or how data is stored or shared, the risk of misuse, data breaches, and reputational harm increases significantly. 
• Potential misuse of recordings. Once a recording leaves an employer’s control, its use becomes unpredictable. Internal recordings have been used in litigation, and in some cases, altered to falsely suggest misconduct. This can increase legal exposure and complicate internal investigations and employee relations. 

Policy Recommendations for Employers
Given these risks, employers should adopt clear, enforceable guidelines governing recording and transcription in the workplace. While a blanket ban on recording may seem appealing, such policies can be overly broad, impractical, or even unlawful. A more balanced approach is to establish a general no-recording policy with clearly defined, lawful exceptions. 

Employers that need more robust guidance should also address the use of wearable technology, including where and when devices may be used and expectations related to data collection, storage, and sharing. 

Once your policy is in place, clearly communicate the business interests it’s designed to protect. Remind employees of their obligation to obtain consent before recording any workplace communications, including meetings, conversations, and phone calls. You should also require employees to acknowledge receipt and understanding of the policy. If you suspect a violation, you should investigate promptly, document findings, and take appropriate disciplinary action when warranted.  

Resources for HR Source Members 
Need a sample policy to address smart glasses and wearable technology? HR Source members can download our updated Communications Systems/Email Policy from the Forms and Sample Documents collection on our website. For questions or guidance, reach out to our team through the HR Hotline Online or call 800-448-4584. 

As smart glasses move into the mainstream, don’t feel alone. Learn how other HR Source members are addressing wearable recording devices in this recent discussion thread on HR Exchange.