Fair enough :) My work reality did not factor that possibility in. I don't think it would change all that much. It might make it easier to justify the measure,

Fair enough :) My work reality did not factor that possibility in. I don't think it would change all that much. It might make it easier to justify the measure, but you would still have high bars to claim. In the end it would still be an unusual recording, which might negatively impact employees privacy and in a work context lead to conflict. As it is completely possible and way more common to just have text documentation, logs and meeting outcomes, I really am quite confident that even just a regular voice recording of meetings in a real office would not stand in court. Also, "it's part of our process and employees have no say in it" as in parent's comment would be without any doubt not legal. Given the requirements you now saw I think we can agree on that now :)