{"id":588949,"date":"2026-07-16T16:37:12","date_gmt":"2026-07-16T16:37:12","guid":{"rendered":"https:\/\/www.europesays.com\/ie\/588949\/"},"modified":"2026-07-16T16:37:12","modified_gmt":"2026-07-16T16:37:12","slug":"increasing-popularity-of-smart-glasses-could-lead-to-more-workplace-disputes","status":"publish","type":"post","link":"https:\/\/www.europesays.com\/ie\/588949\/","title":{"rendered":"Increasing popularity of smart glasses could lead to more workplace disputes"},"content":{"rendered":"
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    Labor & Employment<\/p>\n

    \t\t\t\tIncreasing popularity of smart glasses could lead to more workplace disputes<\/p>\n

    By Amanda Robert<\/a><\/p>\n

    July 16, 2026, 11:21 am CDT<\/p>\n

    \"\"<\/p>\n

    Attorneys anticipate a possible increase in litigation over concerns about the use of smart glasses in workplace. (Photo by David Becker\/Getty Images).<\/p>\n

    As more people begin wearing smart glasses in the workplace, attorneys are anticipating a possible increase in litigation for employers.<\/p>\n

    In one federal lawsuit filed in October, a security guard is alleging Walt Disney Parks and Resorts U.S. Inc. violated the Americans with Disabilities Act when it said she couldn\u2019t wear artificial intelligence-enabled glasses that were created by Meta Platforms Inc., according to a story by Law.com<\/a>. The security guard claims she has astigmatism, and that a doctor prescribed the glasses.<\/p>\n

    Employers\u2019 concerns over the smart glasses include that employees will use them to record conversations or collect biometric data about faces, voiceprints or other identifying characteristics without permission, Adia Craig, a labor and employment lawyer at Poyner Spruill, told Law.com. Some states already have laws against collecting and storing this type of information.<\/p>\n

    However, Craig told Law.com that workplace policies that ban the use of smart glasses for recording audio or video could violate the National Labor Relations Act.<\/p>\n

    \u201cOftentimes, when employers are reaching out to us on these issues, they\u2019re saying, \u2018Well, why don\u2019t we just ban recording entirely? That\u2019ll solve the issue,\u2019\u201d Craig told Law.com. \u201cBut it\u2019s a little bit more nuanced than that because under the NLRA, which most private employers are subject to, you can\u2019t just outright ban recording.\u201d<\/p>\n

    Craig, who has received questions from clients about smart glasses and potential disability discrimination, told Law.com that employers may need to take an individualized approach to each situation, especially when considering ADA accommodations.<\/p>\n

    The use of smart glasses could make it easier to access and make public a company\u2019s intellectual property, Scott Christie, who litigates intellectual property, information technology and data privacy cases with McCarter & English, also told Law.com.<\/p>\n

    \u201cYou should certainly be giving it serious consideration on an organization-wide basis as to how, when and under what circumstances employees should be allowed to use this technology,\u201d Christie said.<\/p>\n

    Christie recommends that employers \u201cput robust policies in place,\u201d according to Law.com.<\/p>\n

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