Is your workplace ready for the next technology challenge?

Over the last few years, employers have had to adapt quickly to the changing world of work. Remote working, social media, artificial intelligence and instant messaging have all transformed the workplace, creating new opportunities but also new employment law risks.

Now, another technology is beginning to raise important questions for employers: AI-powered smart glasses. Devices such as Ray-Ban Meta glasses allow users to discreetly record conversations, take photographs and access AI-powered features without the obvious signs of someone holding up a mobile phone. Whilst the technology offers genuine benefits, it also presents significant challenges for businesses.

Unlike mobile phones, smart glasses can record meetings, conversations and workplace interactions far more discreetly. This creates obvious concerns around confidentiality, commercially sensitive information and employees’ expectations of privacy.

For employers, the risks extend well beyond confidential business information. Disciplinary hearings, grievance meetings, performance discussions and conversations with clients could all potentially be recorded without the knowledge of those involved. Even where covert recordings breach company policy, Employment Tribunals have previously accepted such recordings as evidence depending on the circumstances.

As technology evolves, employers should also remember their wider legal obligations. From October 2026, organisations will be under a strengthened duty to take reasonable steps to prevent sexual harassment of employees, including harassment by third parties such as customers and visitors. Businesses should therefore consider whether wearable technology could increase the risk of employees being secretly recorded, particularly in customer-facing environments.

However, employers should avoid assuming that banning smart glasses altogether is the answer.

For some employees, wearable technology could represent a valuable reasonable adjustment under the Equality Act 2010. Smart glasses can assist individuals with hearing impairments through live captions, support those with visual impairments and provide practical assistance for some neurodivergent employees. As with many workplace issues, employers should consider each situation on its own merits rather than adopting a blanket approach.

This latest development reinforces a wider trend. The modern workplace is evolving faster than many workplace policies.

Most businesses won’t currently have a policy that specifically refers to smart glasses or wearable technology. However, that doesn’t mean the risk doesn’t exist.

Technology will continue to evolve, and with it, the risks facing employers. Businesses that regularly review their policies and keep pace with workplace developments are far better placed to protect confidential information, support their employees and reduce the likelihood of costly workplace disputes.

Contact us at enquiries@121hrsolutions.co.uk and we can discuss any further queries you may have on this subject.

Is your workplace ready for the next technology challenge?

121 HR Solutions Ltd