California Privacy Law Will Carry Responsibilities for Employers

The California Consumer Privacy Act (CCPA), also known informally as the “California Privacy Law,” continues to evolve as legislators balance business and privacy needs. One amendment of note is bill AB25, which would exempt employees and potential employees from being subject to the law.

AB25 has been updated and scaled back since its introduction. If the amendment passes, it will expire on January 1, 2021 – one year after the CCPA goes into effect. Companies should keep in mind that even if the amendment passes, they are still required to disclose to employees what data they collect and how the data will be processed. September 13, 2019 was the deadline for all amendments to be passed or rejected by the California State Legislature.

Takeaway: California’s governor will sign or veto any amendments that are passed by the September 13 deadline by October 13, 2019. Companies will need to be prepared to adjust their CCPA compliance roadmaps based on the amendments. Time is of the essence, so employers should stay on top of all updates around the law, particularly leading to the October signing date.

North America

Canadian Ruling Accounts for Past Contractor Status When Releasing an Employee

Marijuana Legalization Begins a Possible Employment Screening Trend

Dynamex’s ABC Test for Contractor Misclassification Codified Into Law

State and Local Jurisdictions Implement Salary History Bans

Court Upholds Web Sourcing of Candidate Data … for Now


Private UK Companies Will Not Be Exempt from IR35

Gig Economy Employers Navigate Germany’s Temporary Employment Act

Spain and the Netherlands Highlight Pay and Classification Priorities for Flexible Workers

EU PSD2 Directive May Lead to Adjustments in Payments and Invoicing


China to Relax Immigration Rules

Japan Sets Equal Pay for Equal Work Guidelines for Engaging Temporary Workers

This update contains general information only, and AGS is not rendering legal advice. Before making any decision or taking any action that may affect your business, you should consult qualified legal counsel. AGS shall not be responsible for any loss whatsoever sustained by any person or company who relies on this update.