Virginia law on disclosure of employee information

VA photoWhile I don’t practice in Virginia, I have clients who have operations or locations in the Commonwealth.  Virginia has a new law that becomes effective July 1 restricting employers from providing certain personal information of their employees.  The law covers disclosure of current or past employees’ home phone numbers, mobile phone numbers, email addresses, shift times, or work schedules to third parties.

Virginia Code Section 40.1-28.7:4 states that “[a]n employer shall not, unless an exemption . . . applies, be required to release, communicate, or distribute to a third party any current or former employee’s personal identifying information,” which includes the information listed above.

There are four express exemptions in the statute.  Specifically, the statute does not “apply to a release, communication, or distribution of personal identifying information that is:

  1.  Required pursuant to any applicable provision of federal law that preempts the provisions of this section or of state law that requires an employer to release, communicate, or distribute personal identifying information;
  2. Ordered by a court of competent jurisdiction;
  3. Required pursuant to a warrant issued by a judicial officer; or
  4. Required by a subpoena issued in a pending civil or criminal case, or by discovery in a civil case.”

Importantly, the statute is not an express prohibition against an employer’s disclosure of personal identifying information of its employees. By using the language “shall not … be required to release,” the statute appears to give an employer a safe harbor against releasing such information to someone that is requesting it (including, for example, a former employee that requests his or her own information to initiate litigation against the former employer). However, employers who choose to voluntarily disclose personal identifying information of current or former employees do so at their own risk, as such practices may be prohibited under other state or federal laws and regulations. It is recommended, therefore, that companies operating in Virginia be sure to review current employee manuals, privacy practices and human resource policies to ensure that personal identifying information of employees is not being disclosed to third-parties save for in instances set out in the exemptions identified above.

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About Andrew (Andy) Wampler

For over a decade, I have provided legal services to businesses and individuals in Northeast Tennessee. I spend time litigating breaches of contract, medical malpractice, and commercial disputes and have worked on a number of transactions. I also advise businesses, working much of my time on healthcare and employment matters.

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