Update Applicable to:
All businesses that retain consumer information in the state of Iowa.
What happened?
On March 14, 2022, the Iowa House voted 91-2 to pass House File 2506. Prior to passing the bill, the House adopted Amendment H-8157, which generally aligns the Iowa bill with the recently passed Utah Consumer Privacy Act (UCPA), with a few exceptions.
What are the details?
The Iowa bill would use the same general terminology and framework as the Virginia Consumer Data Protection Act (VCDPA) and Colorado Privacy Act (CPA) but is far more business-friendly. Below are some of the key points of the update:
Once the bill has been passed, it will go into effect on January 1, 2024.
For more information, please see the links below:
What do employers need to do?
Employers should review the information provided above and be on the lookout for any updates or possible amendments to this law.
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's Iowa 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.
