LOGIN Request a call

← BLOG  |  EMPLOYMENT LAW UPDATES  |  NEWS

Nebraska Enacts Data Privacy Law

22 May

Share
Update Applicable to:Effective date
All covered entitiesJanuary 1, 2025


What happened?

On April 17, 2024, Nebraska Governor Jim Pillen signed into law Omnibus Legislative Bill 1074, which includes the Nebraska Data Privacy Act.


What are the details?

The Nebraska Data Privacy Act imposes requirements to cover entities that meet the criteria of “Controller” and “Processor.”


Key Bites

  • Controller” is defined as the individual or other person who determines the purpose and means of processing personal data.
  • “Processor” is a person that processes personal data on behalf of a controller. 
  • There is no threshold for application based on an entity’s annual revenue or the volume of personal data collected by the entity. The NDPA applies to businesses that:
    • Conduct business in Nebraska or produce a product or service consumed by residents of Nebraska.
    • Process or sell personal data of Nebraska residents; and
    • Are not a small business as determined under the federal Small Business Act, except to the extent that Section 18 of the NDPA applies to a person described by this subdivision.
  • Controllers must provide consumers with a comprehensive privacy notice
  • Provides consumers with some rights regarding their data


Business Considerations

  • Although employment is expressly excluded from the Act, covered entities should understand the Scope of the requirements imposed.
  • Employers should consider reviewing the Act to find inspiration to update the data privacy policies and practices.


Source References


Resources

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

Learn more about how Vensure's Nebraska 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.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Amazing!

You're all set.

Thanks for subscribing. Be on the look out for the Legal HR updates in your email.

Tracking Convertion image