Carol Barrera

Smart glasses give users hands-free access to information, photos, video, and audio as well as the ability to record without the inconvenience of holding up a camera. Employees and employers alike may find these benefits helpful in the workplace. Employers, however, should proceed with caution as the use of these devices involves several legal issues to consider. The legal considerations of using smart glasses will, of course, vary by industry.

Texas has enacted Senate Bill 1318 (SB 1318), which brings major changes to the state’s noncompete for healthcare professionals. Effective September 1, 2025, the new law extends protections that once applied only to physicians to a broader set of licensed providers. While the goal is to increase mobility for healthcare workers, employers who rely on non-competes will need to take a fresh look at their agreements and retention strategies.

On June 5, 2025, in Ames v. Ohio Department of Youth Services, the U.S. Supreme Court unanimously rejected the “background circumstances” test previously applied by several federal circuits in “reverse discrimination” cases. Writing for the court, Justice Ketanji Brown Jackson held that Title VII of the Civil Rights Act does not impose a heightened evidentiary burden on majority-group plaintiffs in employment discrimination cases.