HIPAA Certification in Texas
HIPAA certification in Texas, done online.
Texas is one of the few states with a medical-privacy law that is meaningfully stricter than HIPAA, and it has a specific training mandate. Texas House Bill 300 requires covered entities to train new employees on state and federal medical-privacy law within 90 days of hire. It also requires updated training after a material change in state or federal law concerning protected health information affects an employee's duties.
Whether you are an individual healthcare worker or a manager rolling out training to a Texas team, completing HIPAA certification online gives you dated, verifiable course-completion evidence. Employers still must collect and retain the signed completion statement Section 181.101 requires.
Texas state law
Texas layers state rules on top of federal HIPAA
Texas Medical Records Privacy Act (HB 300)
What Texas adds beyond HIPAA
HB 300 expands the definition of a covered entity well beyond HIPAA to reach almost any person or business that handles protected health information in Texas. It tightens consent for electronic disclosures and raises penalties, and it is one of the only state laws that ties a concrete training deadline to medical-privacy compliance.
HB 300 requires new-employee training within 90 days. It also requires updated training when a material change in state or federal law concerning protected health information affects an employee's duties, within a reasonable period and no later than the first anniversary of the change. Employers must retain each signed completion statement through its sixth anniversary.
Who needs HIPAA certification in Texas
- New hires at Texas hospitals, clinics, and physician groups (90-day clock)
- Any Texas business handling PHI under HB 300's broad covered-entity definition
- Medical billing, transcription, and IT vendors serving Texas providers
- Telehealth and remote staff supporting Texas patients
- Dental, optometry, and pharmacy staff statewide
- HR and compliance owners who have to document HB 300 training
How it works
Get HIPAA certified in Texas in three steps
Step 1
Choose your training path
Individuals can start self-paced HIPAA certification right away. Texas managers buying for a team can review pricing and seat volume first.
Step 2
Complete the online modules
Work through the Privacy Rule, Security Rule, breach awareness, and day-to-day PHI handling that staff actually use on the job.
Step 3
Pass the assessment and download your certificate
Finish the assessment and get a certificate tied to your name and completion date, ready to show an employer or auditor.
Texas metros
Serving healthcare workers across Texas
Texas cities
HIPAA certification in Texas cities
Questions
HIPAA certification in Texas: common questions
Does Texas HB 300 require HIPAA training?
Yes. HB 300 requires covered entities to train new employees on state and federal medical-privacy law within 90 days of hire. Updated training is also required when a material change in state or federal law concerning protected health information affects an employee's duties. Employers must retain a signed completion statement through the sixth anniversary of signing, and a dated certificate can support that record.
Who counts as a covered entity in Texas?
HB 300 uses a much broader definition than HIPAA. It reaches almost anyone who assembles, collects, uses, or transmits protected health information in Texas, which pulls in many businesses that would not be covered entities under federal law alone.
Is HIPAA certification valid across Texas?
Yes. HIPAA is federal and HB 300 applies statewide, so the same online certification works for workers in Houston, Dallas, San Antonio, Austin, and every other Texas city.
How often do Texas employees need HIPAA refresher training?
Current Texas law does not set a blanket annual or two-year refresher schedule. It requires updated training when a material change in state or federal law concerning protected health information affects an employee's duties, within a reasonable period and no later than the first anniversary of the change. An employer may choose a more frequent internal schedule.
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