Dental professionals are no strangers to cutting-edge technology, especially in clinical settings. New technology can help dental practices provide high-quality care and expand patient services. But what happens when employees bring their own technology to the workplace?
This is already emerging with the new wave of popular consumer tech. We are entering the era of the AI wearable—pendants, bracelets, glasses, rings—designed to record, transcribe, and "assist" our every move, bringing with it a range of human resources and compliance considerations.
Current AI wearable landscape
- Recording bracelets: Devices like the one from Bee listen continuously, then stream the audio to your phone and eventually to Bee’s servers, where it is transcribed and turned into summaries and to-do lists.
- Pendants: Necklaces like the Omi or Limitless record conversations to provide transcripts and summaries once the mic is triggered by the user.
- Smart glasses: Ray-Ban Meta glasses allow the AI (and the wearer) to see what is happening in real-time, offering hands-free photography and floating displays.
- AI rings: Devices like the Sandbar Stream allow users to "summon" an AI assistant via a touchpad on their ring.
Tech giants—Meta, OpenAI, Google, Amazon—are all vying for space in this gadget world. As these tools continue to evolve, employers should expect to see them more frequently in the workplace. Are you ready?
Patients and HIPAA
Patient privacy is the most immediate concern for dental practices. AI wearables acquire large amounts of data to function effectively. This creates significant compliance risk if not properly managed. For example, if an assistant is wearing a Bee bracelet, that device is recording—and often transmitting to a cloud server—potentially sensitive clinical discussions and patient interactions. The parties being recorded are often unaware and unsuspecting. These devices may send protected health information (PHI) to third-party AI servers, putting your practice at risk.
Data security and privacy risks
Like ChatGPT or other AI tools, wearables need large amounts of data to get “smarter,” and they are continuously collecting data, unless the feature is disabled by the wearer. Right now, “on-device data processing” is still limited, with most data transmitted to the cloud. While on-device processing is advancing—meaning the data stays on the phone rather than traveling to the cloud—the gadgets aren't there yet. Until that happens, any data collected at your practice, even if it is not a violation of HIPAA, may be stored and processed outside of the practice’s direct control.
Employee meetings
Potentially more concerning is the possibility of an employer being recorded during an employee meeting. Whether it’s a performance correction, accommodation discussion, or termination, these moments require privacy.
Depending on the state you’re in, this could also be a violation of wiretapping laws. While some states allow "one-party consent" for recordings, others require "all-party consent." Violations of these laws can create additional legal exposure.
Regardless, these devices can erode trust and psychological safety and alter how teams interact.
Management strategies
You might think the easiest solution is to ban these devices outright, but we caution against that. Employers must be careful not to run afoul of the National Labor Relations Act (NLRA).
The NLRA generally protects an employee’s right to engage in "protected concerted activity." As recently as January 2026, the National Labor Relations Board (NLRB) confirmed workers have the right to use devices in their workplace to:
- document unsafe working conditions or hazards;
- record uneven application of workplace rules;
- capture evidence to use in employment-relations actions (such as conversations revealing discrimination); and
- record discussions about terms and conditions of employment.
In practice, this means blanket “no recording” policies may create legal risk. To defend a recording policy, an employer must show that the rule:
- advances a "legitimate and substantial business interest" (e.g., HIPAA compliance, trade secret protection).
- is "narrowly tailored" (e.g., patient care areas).
- explicitly exempts NLRA rights.
Conclusion
AI in all its iterations is here. Rather than resisting it, employers should proactively address it. Start navigating these AI trends with smart policies that balance employee rights with patient privacy and HIPAA compliance. “Hip” consumer tech doesn’t need to lead to a compliance nightmare. Stay informed, stay compliant, and keep your practice protected.
