Florida Enhanced Screening & Tennessee Privacy Law: What Employers Need to Know in 2025
Quick Summary
Effective July 1, 2025, Florida will require Level 2 background checks for new healthcare license applicants, while Tennessee will enact a data privacy law affecting large businesses. Employers should review compliance practices now to avoid costly delays and penalties.
As background screening regulations evolve, employers and HR leaders must stay ahead of legal shifts that impact hiring and data handling. Two key laws are on the horizon for 2025: Florida’s Enhanced Background Screening for Healthcare Practitioners and the Tennessee Information Protection Act (TIPA).
These developments signal a growing emphasis on both security and transparency in the hiring process. Here’s a breakdown of what each law entails and how to prepare.
Florida Enhanced Background Screening for Healthcare Practitioners
Who is affected by Florida’s new background screening law?
Starting July 1, 2025, Florida requires all initial applicants for healthcare practitioner licenses to undergo Level 2 background screening through the Agency for Health Care Administration (AHCA). This applies even if the applicant was previously exempt under older laws.
Key Details:
- Applies to: All new applicants for healthcare licenses under the Department of Health
- Requires: Fingerprint-based Level 2 background screening
- Purpose: Increase patient safety by creating consistency across professions and closing screening gaps
Action Step: If you hire healthcare workers in Florida, ensure your onboarding workflows account for this new requirement, particularly for licensing-related roles.
Tennessee Information Protection Act (TIPA)
How does the Tennessee Information Protection Act affect background screening providers?
Effective July 1, 2025, the Tennessee Information Protection Act (TIPA) introduces new data privacy requirements for businesses that process large volumes of consumer data, including consumer reporting agencies (CRAs) and background screening providers like OneSource.
Key Details:
- Applies to:
- Businesses that process personal data of 100,000+ Tennessee residents, or
- Those deriving over 50% of revenue from selling personal data of 25,000+ consumers
- Impacts CRAs and Data Vendors:
- Requires clear and accessible privacy disclosures
- Grants consumers the right to access, delete, or correct personal data
- Mandates data protection assessments and the implementation of “reasonable safeguards”
Action Step: While this law does not directly apply to most employers, it’s essential to work with vendors who operate transparently and in full compliance with evolving privacy standards.
What Employers Should Know
The regulatory shifts in Florida and Tennessee may focus on different aspects of the screening ecosystem — one on license-related background checks, the other on consumer data protection — but they point to the same bigger picture: screening is evolving in complexity, compliance, and consumer expectations.
At OneSource, we’re continuously monitoring developments like these, so you don’t have to. We stay ahead of evolving laws, update our processes accordingly, and support our clients with the tools and insights they need to remain compliant and confident.
Stay Ahead of 2025 Requirements
Have questions about how these regulations could affect your screening program? We’re already helping clients prepare.