Mass layoffs can be devastating for affected workers, their families, and communities. In an attempt to protect these workers, Congress passed the federal Worker Adjustment and Retraining Notification Act ("WARN" Act). The WARN Act requires most employers with 100 or more employees to provide notification 60 calendar days in advance of plant closings and mass layoffs.
Advance notice gives workers and their families some transition time to adjust to the loss of employment, to seek and obtain other jobs, and, if necessary, to enter skill training or retraining that will allow them to compete successfully in the job market.
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Federal vs. State WARN Act Laws
Federal WARN Act - as a federal law, the WARN Act protects employees across the country to ensure that they are given adequate notice about mass layoffs and plant closings. Learn more about the Federal WARN Act.
State WARN Acts - a number of states, including California, Illinois, New Jersey, and New York, have their own versions of the WARN act, which can differ from federal requirements.
Laid off without proper notice?
If an employer violates the WARN Act by failing to provide proper notification of a mass layoff, employees may be entitled to compensation, including back pay and benefits. Workers may bring individual or class action lawsuits against employers who have failed to comply with the WARN Act.
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Girard Gibbs represents consumers, investors, whistleblowers, employees, and businesses in cases involving consumer protection, personal injury, securities, antitrust, employment litigation and arbitration. The firm’s senior partners, Daniel Girard and Eric Gibbs, have been selected for inclusion in The Best Lawyers in America® 2012 and Northern California Super Lawyers, and have earned AV-Preeminent ratings from Martindale-Hubbell, recognizing them in the highest class of attorneys for professional ethics and legal skills.