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Learn more Talk to salesThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesBuild talent pipelines, engage candidates with multi-channel marketing campaigns, and use machine learning to automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesCompliment your sourcing and engagement efforts with award-winning lead scoring and advanced campaign personalization.
Learn more Talk to salesImprove employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.
Learn more Talk to salesVerify skills with game-changing levels of automation and simplicity to improve the quality of hire at scale.
Learn more Talk to salesModernize, streamline, and accelerate your communication with candidates and employees.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesGet robust analytics that help you make sense of your data and illuminate your talent pool.
Learn moreSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
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September 11, 2019 
3 min read
Due to recent developments, it appears that a California Consumer Privacy Act (“CCPA”) amendment exempting employee and job applicant data will not be as robust as once envisioned. More specifically, it appears that the proposed amendment – AB 25 – has been revised to provide that the CCPA will apply to the personal information of employees and other personnel. However, there are new nuances that employers should be aware of and prepare for now.
The Latest Version of AB 25
Previously, AB 25 would have completely exempted the personal information of employees, job applicants, and others that was used in the context of human resources and talent administration (“Employees / Applicants”) (See Section 1798.145 (g)(1) for the complete list). However, the California Senate Judiciary Committee has proposed a new version. Its version is likely to pass by mid-September 2019. Moreover, its version of AB 25 would exempt for one (1) year (i.e., until January 1, 2021) the majority of the CCPA’s requirements as they relate to the personal information of the Employee and Job Applicant Data.
Its AB 25 version, however, does not apply to (a) the requirement to provide a privacy policy to Employees / Applicants at or before the point of collection of their personal information, or (b) the private right of action breaches arising from a business’ failure to implement and maintain reasonable security measures.
After the exemption period expires (January 1, 2021), businesses would then be subject to all of the CCPA’s requirements in the human resources and talent administration context.
How should your company prepare now?
While AB 25 may continue to be amended by the end of September 2019, it is highly unlikely that the law will never apply to Employees / Job Applicants’ personal information. Therefore, businesses should:
Note: This post first appeared on ERE.
By Josh Torres, Corporate Privacy and Regulatory Counsel at iCIMS
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