Employment lawyers flag seven legal risks of AI smart glasses in workplaces, including recording, privacy, and ADA issues
A October 2026 National Law Review article identifies seven employment-law risks of AI smart glasses in the workplace. The core concerns are covert recording, confidentiality, and biometric data. The devices can quietly capture audio and video, along with biometric identifiers such as facial geometry and voiceprints, often without notice to the people being recorded. Illinois's Biometric Information Privacy Act (BIPA) imposes $1,000 to $5,000 in statutory damages per violation when consent is not obtained in writing. Texas's Capture or Use of Biometric Identifier Act (CUBI) carries fines of up to $25,000 per violation. The article also flags narrowly tailored restrictions that must still comply with labor law, ADA accommodation obligations, proprietary processes visible on manufacturing floors, customer data displayed on screens, sensitive witness identities in HR investigations, and attorney-client communications that could raise privilege waiver issues if routed to a third-party AI platform. Employers must engage in the interactive process to determine whether smart glasses may be a reasonable accommodation.