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Reminder: Utah Consumer Privacy Act goes into law on December 31, 2023

21 Nov


Update Applicable to:

All businesses in possession of consumer information in the state of Utah.

What happened?

On March 24, 2022, Utah Governor Spencer Cox signed Senate Bill 0227, the Utah Consumer Privacy Act (UCPA) into law, which will go into effect on December 31, 2023.

What are the details?

Previously communicated by Vensure here, the Utah Consumer Privacy law (UCPA) establishes a series of requirements for controllers or processors, such as but not limited to who is considered covered under the law, how much times does a covered entity have to remedy a violation once it receives a notice, exempt entities and much more.

“The UCPA is considered the most business-friendly state privacy law because it grants fewer consumer rights, does not require a data-protection assessment, and has a narrower scope of applicability.” – JDSupra.

Best practices

  • Determine if the size of the organization will make you a covered entity.
  • Create, review, and incorporate necessary policies and practices according to the new requirements.
  • Consider a communication plan and training for your managers, leaders, and employees.
  • Consult with a labor attorney for further guidance if needed.

Employers should review additional resources here:


Vensure UCPA communication April 6, 2023.

Law Firm Article

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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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