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Illinois WARN Act

What is the Illinois WARN Act?

The Illinois Worker Adjustment and Retraining Notification Act, known as the Illinois WARN Act, protects workers in a mass layoff, plant closing, or relocation by requiring employers to give 60 days notice to affected employees. This advance notice gives employees the chance to find other employment and prepare for the upcoming layoff.

The Illinois WARN Act expands on the requirements of the Federal WARN Act. Other states have their own WARN Acts, such as the California WARN Act, New Jersey WARN Act, and New York WARN Act.

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What are my rights under the Illinois WARN Act?

The Illinois WARN Act differs from the Federal WARN Act in a number of ways ways. For example:

  • The Illinois WARN Act applies to businesses with 75 or more full-time employees, while the Federal WARN Act applies to businesses with 100 or more full-time employees.
  • The Illinois WARN Act defines a "mass layoff" as the loss of employment of at least 25 full-time employees, while the Federal WARN Act's definition requires a minimum of 50 full-time employees.

Laid off without proper notice?

Think your former employer violated the Illinois WARN Act? Free and confidential consultations are available with our employment attorneys by calling (866) 981-4800 or by filling out the form to the right.

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WARN Act Tips for Employees
  1. In addition to mass layoffs that all occur on the same day, gradual layoffs that take place over time may also violate the WARN Act. If you have been laid off as part of a structured reduction in the workforce without 60 days of notice as required by the WARN Act,  you may be entitled to unpaid wages and benefits. 
  2. A layoff does not have to be permenent to violate the WARN Act. Work furloughs of more thn six months and heavy reductions in your work hours for extended periods of time can also violate the WARN Act and entitle you to compensation. 
  3. Employees who are laid off that are entitles to severance pay under the company's severance pay policy may be able to recover 60 days of WARN Act pay and benefits in addition to their severance pay. 
  4. Some states, such as California, New York, and New Jersey, also have their own WARN Acts. States that have their own WARN Acts can provide greater employee prtections and can subject employers to additional penalties. If you and others at your company have been laid off, be sure to speak to a WARN lawyer promptly about your state and federal WARN Act rights. 
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