In the ever-evolving regulatory environment, U.S. compliance training firms play a crucial role in ensuring businesses remain compliant and avoid costly penalties. However, despite their diligence, many compliance training providers are overlooking several critical regulations that are emerging as game-changers across industries. From data privacy to diversity requirements, staying ahead of these lesser-known mandates can set firms apart in a competitive market.
Here are five regulations that U.S. compliance training firms are missing, along with actionable insights for addressing them effectively.
1. State-Specific Data Privacy Laws Beyond CCPA and GDPR
While the California Consumer Privacy Act (CCPA) and the European Union’s General Data Protection Regulation (GDPR) have dominated conversations, many U.S. states are quietly rolling out their own robust data privacy regulations. States like Colorado, Virginia, Utah, and Connecticut have implemented new laws that demand specific compliance measures.
Why It's Being Missed
Many compliance firms still focus heavily on CCPA and GDPR, assuming other state regulations are similar or less critical. However, the nuances in each state’s framework present unique challenges that businesses cannot ignore.
Key Example: The Colorado Privacy Act (CPA), effective July 1, 2023, includes explicit provisions regarding data subject rights, including opt-out mechanisms and the requirement for universal opt-out signals.
Training Recommendations:
Build state-specific modules for data privacy compliance.
Highlight differences between CCPA, GDPR, and state-specific frameworks.
Focus on action plans for businesses operating across multiple states.
2. The Pregnant Workers Fairness Act (PWFA)
The Pregnant Workers Fairness Act, which went into effect on June 27, 2023, requires covered employers to provide reasonable accommodations for employees affected by pregnancy, childbirth, or related medical conditions.
Why It's Being Missed
This is a relatively new law, and many firms have been slow to update their employment compliance programs. Since it complements existing legislation like the Americans with Disabilities Act (ADA), some employers assume their current compliance processes are sufficient.
Key Provisions: Employers must engage in an interactive process with affected workers to determine appropriate accommodations. Examples include modified work schedules, additional breaks, and temporary role adjustments.
Training Recommendations:
Update workplace discrimination and accommodation courses to include PWFA requirements.
Train HR professionals and managers on interactive processes for compliance.
Provide real-world case studies to help businesses understand what constitutes “reasonable accommodation.”
3. Cybersecurity Maturity Model Certification (CMMC) for Defense Contractors
The Cybersecurity Maturity Model Certification (CMMC) is a framework designed by the U.S. Department of Defense (DoD) to ensure contractors in the defense supply chain meet specific cybersecurity standards. By 2026, CMMC compliance will be mandatory for all defense contractors and subcontractors.
Why It's Being Missed
Many training providers focus on broader cybersecurity frameworks, such as NIST or ISO 27001, but neglect the specific requirements of CMMC. This can leave defense contractors unaware or unprepared.
Key Example: The CMMC framework introduces a tiered system (Levels 1-3), with Level 2 requiring extensive controls aligned with NIST 800-171.
Training Recommendations:
Offer specialized training on the CMMC framework for defense contractors.
Focus on helping businesses understand the self-assessment, third-party audits, and timelines for compliance.
Provide practical guidance on implementing NIST 800-171 controls as a foundation for CMMC Level 2 compliance.
4. FTC’s Updated Safeguards Rule
The Federal Trade Commission’s Safeguards Rule, updated in 2021, imposes stricter requirements for financial institutions to secure consumer information. The revised rule went into full effect on June 9, 2023, and applies to a broader range of entities, including non-bank lenders, mortgage brokers, and auto dealerships.
Why It's Being Missed
The FTC’s updates broadened the definition of “financial institutions,” bringing more businesses under its scope. Many organizations remain unaware they are now subject to compliance under the Safeguards Rule.
Key Provisions: Businesses must implement specific security controls, including:
Encryption of sensitive data
Multi-factor authentication (MFA)
Incident response plans
Training Recommendations:
Create tailored training programs for industries now covered under the updated Safeguards Rule.
Emphasize technical safeguards like MFA, encryption, and secure access controls.
Include incident response protocols and regular risk assessment exercises.
5. Workplace Violence Prevention Requirements (Healthcare Industry Focus)
While workplace violence prevention is a longstanding concern, the Occupational Safety and Health Administration (OSHA) has intensified its focus on the healthcare and social services industries. Certain states, such as California (under Cal/OSHA), have implemented mandatory workplace violence prevention plans for healthcare facilities.
Why It's Being Missed
OSHA’s increased focus on this regulation is specific to high-risk industries, making it less prominent in general compliance training. Many providers fail to address state-specific mandates and sector-focused requirements.
Key Provisions: Employers in healthcare settings must:
Develop a written workplace violence prevention plan.
Conduct annual employee training.
Maintain records of all workplace violence incidents.
Training Recommendations:
Create industry-specific modules for healthcare and social services sectors.
Highlight state-specific mandates, such as California’s workplace violence laws.
Develop prevention-focused training that includes risk assessments and incident reporting protocols.
Why Compliance Training Firms Must Act Now
Compliance training firms have a significant opportunity to stay ahead by identifying and addressing these overlooked regulations. With the regulatory landscape evolving rapidly, businesses are relying on training providers to keep them informed and compliant. Here are three reasons why firms should prioritize these emerging regulations:
Avoiding Penalties and Legal Risks
Non-compliance with any of these laws can result in hefty fines, lawsuits, and reputational damage. Providing targeted training helps businesses mitigate these risks effectively.
Meeting Client Expectations
Businesses increasingly expect compliance training firms to offer comprehensive, up-to-date programs. Addressing lesser-known regulations enhances trust and adds value.
Differentiation in a Competitive Market
By being proactive, compliance firms can differentiate themselves from competitors and position their training as cutting-edge and indispensable.
Final Thoughts
Compliance training is a cornerstone of modern business operations, yet many firms are missing critical opportunities by overlooking emerging regulations. From state-specific data privacy laws to workplace violence mandates, these under-addressed areas represent significant gaps in training programs. By focusing on these five regulations, compliance training providers can enhance their offerings, deliver greater value to clients, and ensure businesses remain ahead of the curve.
For firms willing to adapt quickly and offer tailored solutions, the evolving regulatory landscape presents an opportunity for growth, leadership, and long-term success.
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