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California CPRA Enforcement Delayed Until March 2024

11 Jul


Update applicable to:

All California employers subject to the CCPA

What happened?

A California judge has delayed the enforcement of the California Privacy Rights Act (CPRA) regulations until March 29, 2024, providing a reprieve for businesses subject to the California Consumer Privacy Act (CCPA).

What are the details?

The CPRA, which was passed in 2020, required further regulations to be implemented by July 1, 2022, with enforcement starting on July 1, 2023. However, the California Privacy Protection Agency (CPPA) was unable to complete the rulemaking process on time, and the regulations were finalized on March 29, 2023, giving businesses only three months to comply.

The California Chamber of Commerce filed a lawsuit seeking to delay enforcement, and the court granted their request for an injunction, pushing the enforcement of CPRA regulations to March 29, 2024.

This ruling means that businesses still need to comply with the CPRA provisions outlined in the ballot initiative, but they have more time to fully comply with the detailed requirements of the regulations.

For more information, please see the links below:

Court Ruling

Law Firm Summaries: Article 1, Article 2, Article 3, Article 4 Article 5, Article 6

CCPA Official Website

What do employers need to do?

The Fisher Phillips law firm advises employers to update their CCPA notices and privacy policies to address groups of California residents, prioritize compliance with enforceable requirements, review the CPRA regulations, and ensure understanding of compliance obligations.

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

Learn more about how Vensure's California 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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