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February 2023: California Privacy Protection Agency Releases Final Version of the CPRA Regulations

21 Feb

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Update Applicable to:
All employers in the state of California.

What happened?
On February 3, 2023, the Board of the California Privacy Protection Agency approved final California Privacy Rights Act (CPRA) regulations which will go into effect upon approval by the Office of Administrative Law, who will have 30 working days to review and approve or disapprove the regulations.

What are the details?
According to the CPPA’s final statement of reasons, the proposed final regulations (which are substantially similar to the version of the proposed regulations circulated in November) address comments received by stakeholders and include the following modifications from the initial proposed text:

Each of the hyperlinks above contain more information on each the modifications.

The proposed final regulations also clarify when businesses must provide a notice of right to limit, modify how the alternative opt-out link should be presented, provide clarity on how businesses should address scenarios in which opt-out preference signals may conflict with financial incentive programs, make changes to service provider, contractor, and third party obligations to the collection of personal information, as well as contract requirements, provide clarity on special rules applicable to consumers under 16-years of age, and modify provisions related to investigations and enforcement.

For more information, please see the links below:

Final CPRA Regulations

Article 1Article 2

What do employers need to do?
Employers should review the link provided above and be on the lookout for more news regarding this update. Vensure will continue to provide more updates on more news have been received.

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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