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Reminder: The Oregon Consumer Privacy Act (OCPA) is Partially Effective July 1, 2024

22 May

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We wanted to remind employers that the Oregon Consumer Privacy Act (OCPA) will be effective on July 1, 2024.


The implementation of the law will be phased in, according to Section 15 of the law:

  • SECTION 15. (1) Sections 1 to 9 of this 2023 Act and the amendments to ORS 180.095 by section 10 of this 2023 Act become operative on July 1, 2024.
  • (2) The amendments to section 5 of this 2023 Act by section 12 of this 2023 Act become operative on January 1, 2026.
  • (3) The amendments to section 9 of this 2023 Act by section 11 of this 2023 Act become operative on January 1, 2026


We also wanted to remind employers that “Consumer” does not include an employee.

  • (7) “Consumer” means a natural person who resides in this state and acts in any capacity other than in a commercial or employment context

Covered entities should be proactive and create or update the necessary policies, practices, procedures, training, and communications, to be compliant; if not covered, entities could find inspiration to create or update the necessary policies, practices, and procedures regarding data privacy.

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

Learn more about how Vensure's Oregon 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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