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California to Mandate for Business Opt-Out Signals for Consumers in Browsers and Mobile Systems

30 Sep

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Update Applicable to:Effective date
All entities that develop or maintain browsers and mobile operating systemJanuary 1, 2026


What happened?

On August 28, 2024, the California Assembly passed AB 3048, which would enable consumers to send an opt-out preference signal. The bill is awaiting the governor’s signature (or veto).


What are the details?


Key Bites:

  • Opt-Out Preference Signal: Businesses must develop or maintain browsers and mobile operating systems that allow consumers to send an opt-out preference signal to businesses they interact with.
  • Prohibition on Non-Compliant Browsers: The bill prohibits businesses from developing or maintaining browsers that do not include a setting enabling consumers to send an opt-out preference signal to businesses they interact with.
  • Prohibition on Non-Compliant Mobile Operating Systems: 6 months after the adoption of certain regulations by the agency, businesses are prohibited from developing or maintaining mobile operating systems that do not include a setting enabling consumers to send an opt-out preference signal to businesses they interact with.
  • Regulatory Authority: The California Privacy Protection Agency (CPPA) is authorized to adopt regulations to implement and administer these provisions, including updating definitions of browsers and mobile operating systems to address changes in technology, data collection, obstacles to implementation, or privacy concerns.


Business Considerations

  • Employers should prepare to ensure that their browsers include a setting that enables consumers to send an opt-out preference signal to businesses they interact with. The same will apply to mobile operating systems.
  • Employers should stay informed about updates from the CPPA regarding the implementation and administration of these provisions.
  • Employers should be proactive in updating their privacy policies and practices.


Source References

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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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