HR Hotline: Can We Ban AI Glasses in the Workplace?

Q: We recently learned that one of our employees wears AI-powered glasses that can record video and audio, livestream content, and upload information to the cloud.

Their co-workers have complained about privacy violations, since they don’t know when they’re being recorded. Can we prohibit these devices in our workplace? 

A: Yes, you can prohibit these types of devices, if you clearly emphasize that the prohibition does not prevent employees from working together to document and improve shared working conditions. 

Your question implicates several different—and sometimes competing—state and federal laws.

On one hand, you have a duty to your employees and to your customers to protect their privacy.

On the other, however, you may not restrict your employees’ ability to join forces to seek change in the workplace.

The primary law to be aware of here is the National Labor Relations Act. 

NLRA’s Protection of ‘Concerted Activity’ 

Section 7 of the NLRA protects the rights of employees to engage in “concerted activity.”

Generally speaking, this means that workers have the right to document and record unsafe, unfair, or discriminatory working conditions, or to gather evidence for a labor dispute.

Recordings are not appropriate, however, when they violate reasonable, clear employer policies, or when they target co-workers, as opposed to documenting supervisory misconduct. 

To stay compliant, avoid implementing a “blanket ban.”

If you were to ban all recording devices in all circumstances in your workplace, employees could potentially claim that you illegally prevented them from documenting unfair working conditions. 

To stay compliant, avoid implementing a “blanket ban.” Instead, specify that the prohibition is focused on protecting employee privacy and the company’s proprietary data.

Explicitly state in your policy that the rule is not intended to interfere with employees’ rights to act together to address the terms and conditions of their employment. Detail what types of recording devices are permitted, where, and under what circumstances. 

In addition to the NLRA, there are several other state and federal laws to be aware of here. As you consider your new policy, keep in mind the following.

Unauthorized Surveillance 

Connecticut law prohibits employers from using any device to record or monitor employees in areas designed for their personal health or comfort.

This includes restrooms, locker rooms, lounges, and breakrooms.

The law also prohibits both employers and employees from eavesdropping or recording discussions regarding employment contract negotiations.

Employers should be mindful that they can often be found liable for the conduct of their supervisory employees, and in some circumstances, even non-supervisors. 

Consent Laws 

Connecticut is a one-party consent state for in-person conversations. This means that I can surreptitiously record an in-person meeting with you and others without your or their permission. 

The rule is different, however, when it comes to telephone or electronic conversations. All parties must consent to those recordings. 

This distinction is critical. Note that: 

• In the office: An employee wearing AI glasses might legally record a face-to-face conversation with a manager (provided it doesn’t violate company policy). 
• On Zoom: If that same employee wears the glasses during a Zoom or Teams meeting, they are likely engaging in electronic recording. Under Connecticut law, all parties on that call must consent to being recorded. Failure to get consent from every participant could expose the employee—and potentially the employer—to civil damages. 

Industry-Specific Mandates: HIPAA and Beyond 

If your business operates in the healthcare space, AI glasses pose a significant risk to HIPAA compliance.

Because these devices can record protected health information or use facial recognition on patients, the mere presence of the device in a clinical area may constitute a violation.

In such high-stakes environments, a stricter prohibition is often not just a choice, but a regulatory necessity. 

Trade Secrets and Confidentiality 

Employers have a compelling interest in protecting intellectual property.

AI-powered glasses often have the capability to “see” and “read” what is on an employee’s computer screen or a whiteboard during a strategy session.

You can legally prohibit these devices in areas where trade secrets are discussed.

Employees may also livestream confidential meetings, sync recorded data to the cloud for later review, or transmit audio to remote servers without your knowledge.  

You can legally prohibit these devices in areas where trade secrets are discussed or where confidential client information is visible.

By framing the ban as a security measure to prevent data breaches or the unauthorized “scraping” of company data, you establish a legitimate, non-discriminatory business reason for the restriction. 

What to Do Now 

Review your handbook. Ensure that your policies specifically address the use of wearable technology and AI-enabled eyewear.

By being specific about where, when, and why the devices are restricted, you can protect your business, your employees, and your customers. 

We’ll dive deeper into the NLRA’s restriction on employer conduct in this area at CBIA’s annual HR Conference on May 20, 2026.

We’ll go right to the source and hear from former NLRB chair Marvin Kaplan.

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HR problems or issues? Email or call CBIA’s Diane Mokriski at the HR Hotline (860.244.1900). The HR Hotline is a free service for CBIA member companies and is intended to provide general information and does not constitute legal advice. Please consult with legal professionals for specific guidance for your situation.