<ul><li>Employers must be cautious with wearable technology programs to ensure compliance with anti-discrimination laws, warns the U.S. Equal Employment Opportunity Commission (EEOC).</li><li>The EEOC released a fact sheet providing guidance on the use of wearable technology in the workplace, especially regarding the collection of medical information and biometric data.</li><li>Using wearables that collect health information may be considered 'medical examinations' or 'disability-related inquiries' under the Americans with Disabilities Act.</li><li>The fact sheet highlights examples of potential violations, such as inferring pregnancy based on health information, making adverse employment decisions based on inaccurate results for certain skin tones, and collecting genetic information through inquiries about health center visits.</li></ul>

Wearables at work can break the law if employers aren’t careful, EEOC warns

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