Wearable technology is moving fast. Smartwatches track our health. Earbuds take our calls. And now smart glasses can record video, take photos and even livestream without anyone around you realising.
For employers, this creates a problem. Because most workplace policies were written before this kind of tech existed. And if someone walks into a meeting wearing a pair of Ray-Ban Meta glasses, chances are your current rules don’t cover what happens next.
This blog looks at what smart glasses mean for employers, where the risks sit and what you can do to make sure your workplace policy is fit for purpose.
What are smart glasses and what can they do?
Smart glasses look like ordinary glasses. Some of the most popular models, like the Ray-Ban Meta glasses, are designed to be stylish and discreet. But built into the frames are cameras, microphones and speakers. Users can take photos, record video, make calls and even livestream directly to social media.
There is a small LED light that comes on when recording. But it is easy to miss. And in a busy office or meeting room, most people would not notice it at all.
This is what makes smart glasses different from someone pulling out their phone to record. There is no obvious action. No device held up. Just a person wearing what looks like a normal pair of glasses.
Why this matters for employers
Recording in the workplace is not new. Employees have used phones to capture conversations for years. But smart glasses make covert recording much easier. And that has implications for employers in a few key areas.
Confidentiality
Meetings often involve sensitive information. Whether it is a client discussion, a commercial negotiation or an internal strategy session, there is usually an expectation that what is said stays in the room. Smart glasses make it simple for someone to capture that content without consent.
HR processes
Disciplinaries, grievances and performance conversations are private by nature. If an employee records one of these meetings without telling anyone, it raises serious questions about trust and data protection. It also creates complications if the footage surfaces later in a tribunal claim.
Data protection
Under UK GDPR, recording someone without their knowledge can be a breach of data protection law. Employers have obligations around how personal data is collected and processed. If an employee uses smart glasses to record colleagues or clients, the employer could be drawn into a compliance issue they did not know existed.
Reputation
Footage recorded in the workplace could end up online. A difficult conversation, an offhand comment or a moment of frustration could be shared publicly. That is a reputational risk most businesses would rather avoid.
What the law says
The legal position on covert recording is not black and white. In some cases, recordings made without consent have been accepted as evidence in employment tribunals. In others, they have been excluded or criticised.
What is clear is that recording someone without their knowledge engages their rights under data protection law and potentially under the Human Rights Act. Employers also have a duty to protect the personal data of their staff and clients. If an employee uses a personal device to capture that data without authorisation, the employer may still face questions about what controls were in place.
There is no specific law banning smart glasses in the workplace. But that does not mean employers are powerless. A clear workplace policy can set out expectations and make it easier to take action if those expectations are not met.
Where most workplace policies fall short
Many employers have policies that cover CCTV, dashcams or the use of mobile phones. But very few have updated those policies to reflect the rise of wearable technology.
Here are some common gaps:
No mention of wearables
If your acceptable use policy only talks about phones and laptops, it probably does not cover smart glasses, smartwatches with cameras or other wearable devices.
Vague language on recording
Some policies say that recording is not allowed without consent. But they do not define what counts as recording or what the consequences are for breaching the rule.
No link to disciplinary procedures
If an employee does record something covertly, is that gross misconduct? A first written warning? Without clear wording, it is harder to take consistent action.
No guidance for managers
Even if a policy exists, managers may not know how to handle a situation where they suspect someone is recording. That can lead to inconsistent responses or missed opportunities to address the issue early.
What employers can do now
The good news is that this is fixable. A few practical steps can help you get ahead of the issue before it becomes a problem.
Review your acceptable use policy
Check whether it mentions wearable technology. If not, consider adding specific wording that covers devices capable of recording audio or video. Make it clear that covert recording is not permitted without prior authorisation.
Update your IT and data protection policies
These should work together with your acceptable use policy. Make sure they cover personal devices as well as company equipment. Set out what happens if someone breaches the rules.
Check your contracts of employment
Do they reference your policies? Are employees required to comply with them as a condition of employment? If not, it may be harder to enforce.
Talk to your managers
Make sure they know what to look out for and how to respond. A short briefing or training session can help them feel more confident handling these situations.
Communicate with staff
You do not need to create a culture of suspicion. But a simple reminder that recording without consent is not permitted can set the tone. It also gives you a stronger position if you need to take action later.
Seek advice before acting
If you discover that someone has been recording covertly, do not rush into a disciplinary. Take advice first. The way you handle it could affect whether any action you take is fair and defensible.
Getting your workplace policy right
Smart glasses are not going away. The technology will keep improving and more people will start using it. Employers who wait until something goes wrong may find themselves on the back foot.
A quick review of your workplace policy now could save you a lot of trouble later. It does not need to be complicated. It just needs to be clear.
If you are not sure where to start, we can help. At Supportis, we work with employers to review and update policies so they reflect how people actually work today. Whether you need a full policy overhaul or just a second opinion on what you have, we are here to support you.
Get in touch to book a free policy review or to talk through your options.
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Primary keyword used: smart glasses workplace policy (used in title, meta title, introduction, subheadings and body text)
Secondary terms included: covert recording, wearable technology, acceptable use policy, data protection, UK GDPR
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