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June 2022: Arizona Amends Data Breach Notification Laws

08 Jun


Update Applicable to:
All employers who keep a record of consumer personal information

What happened?
On April 29, 2022, Governor Ducey signed House Bill 2146 (HB 2146) into law, which would require employers to report data breaches of personal information.

What are the details?
Effective July 23, 2022, employers who maintain records of personal information must report data security breaches to the Director of the Arizona Department of Homeland Security in addition to the Attorney General.

A “covered entity” for these purposes includes a person that conducts business in the state and that owns or licenses unencrypted and unredacted computerized personal information. Entities subject to Gramm-Leach-Bliley Act (GLBA) are exempt from Arizona’s data security breach notification laws.

For more information, please see the links below:

House Bill 2146 (HB 2146)

Arizona Data Breach FAQs

Article 1Article 2

What do employers need to do?
Employers should review the links provided above and implement a policy that would require the business to report data breaches to the Arizona Department of Homeland Security.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Arizona PEO services can help you navigate complex employment laws and keep your business compliant.

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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