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Connecticut Data Privacy Act Children’s Provisions Effective on Q2

06 Mar

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We wanted to remind that the Connecticut Data Privacy Act Children´s provisions (SB 3) will be effective on October 1, 2024.

This will impose new requirements to controllers such as, but not limited to:

  • If offered an online service, product, or feature to minors (18 years or younger), there is a duty of care to avoid heightened risk of harm to those minors.
  • obtain the minor’s consent, or parent/legal guardian consent for minors under 13, to sell personal information of minors, engage in targeted advertising, or profiling.
  • Must conduct data protection impact assessments to identify whether there is a heightened risk of harm to minors.

Given the substantial requirements imposed, you should begin evaluating, creating, and updating your corresponding policies for compliance.

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

Learn more about how Vensure's Connecticut 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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