Ask Kate: Should employers restrict smart glasses and other wearable tech at work?

Every month, Kate Teves, HR consultant, recruiter and founder of The HR Pro, answers Realtors’ questions about anything and everything related to human resources. Have a question for Kate? Send her an email.

Not long ago, the biggest workplace technology concern was whether employees were spending too much time on their phones. Today, technology looks very different.

A pair of glasses can answer questions using artificial intelligence (AI), take photographs, record video, translate conversations in real time and connect directly to the internet, all while looking almost identical to a regular pair of prescription frames.

It’s impressive technology, but it’s also creating a new challenge for employers.

Recently, I was asked whether an employer could prohibit an employee from wearing Meta glasses at work. The employee insisted they weren’t taking photos or recording conversations. The employer believed them, but that wasn’t really the point.

When trust isn’t the issue

The issue wasn’t trust — it was risk mitigation.

Across industries like real estate, mortgage, legal services, healthcare and professional consulting, businesses handle information that clients expect will remain confidential. Whether it’s a mortgage application sitting on a desk, a patient’s medical history, a signed APS or a confidential employee conversation, organizations have both ethical and legal obligations to protect that information.

The reality is that wearable technology has evolved faster than most workplace policies.

For years, employers have had rules around cell phone use and unauthorized photography in the workplace. Those policies made sense when recording required someone to intentionally pull out a phone or camera.

Wearable technology changes that equation entirely.

Devices such as Meta glasses contain cameras, microphones, speakers and AI. They can capture information discreetly, and in many cases, the people around the wearer have no practical way of knowing whether recording is taking place. Even if an employee has no intention of recording anyone, clients and colleagues don’t know that. Perception matters.

Why perception matters

Imagine you’re a seller inviting a Realtor into your home to discuss the sale of your largest asset. Or a mortgage client handing over tax returns, bank statements and government identification. Perhaps you’re a patient sitting in a dental chair discussing your medical history.

Would you feel completely comfortable if the person across from you were wearing glasses with a built-in camera?

For me, and for many others, the answer is no.

And that’s exactly why employers should be paying attention.

The legal and ethical stakes

This isn’t about assuming employees are doing something inappropriate. In fact, most employees using wearable technology are simply enjoying a new piece of personal tech.

But employers have a broader responsibility. They must safeguard confidential information, maintain client trust and ensure they’re meeting their legal and professional obligations. In Ontario, healthcare providers have statutory obligations under the Personal Health Information Protection Act (PHIPA) to protect personal health information. Real estate brokerages, mortgage professionals, legal offices and financial services businesses all handle highly sensitive personal information that demands the same level of care and discretion.

Add AI to the equation

Adding AI into these devices introduces another layer of complexity.

Many wearable devices can now process conversations, answer questions, summarize information and connect with cloud-based AI services. Even where recording isn’t occurring, organizations should be asking whether existing policies adequately address how AI-enabled personal devices may interact with confidential workplace information. Most don’t.

Time to update the handbook

That’s why now is a good time to revisit your employee handbook — not just to address Meta glasses, but to think more broadly about emerging technology.

Rather than trying to write a policy for every new gadget that enters the market, create principles that are flexible enough to evolve with technology. Your policies should address personal recording devices, wearable technology, AI-enabled devices, photography and audio recording, confidentiality, cybersecurity and the protection of client and company information. They should also clearly outline when personal technology may be restricted because of legitimate business, privacy or regulatory requirements.

The goal isn’t to ban innovation.

Technology will continue to evolve, and many of these tools have legitimate workplace applications. The goal is to ensure innovation doesn’t outpace your organization’s responsibility to protect the people who place their trust in you.

Good policies prevent difficult conversations before they happen. Wearable technology is simply the latest reminder that policies shouldn’t just reflect today’s workplace; they should anticipate tomorrow’s.

The post Ask Kate: Should employers restrict smart glasses and other wearable tech at work? appeared first on REM.