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WARN Act FAQs It requires that employers give their employees 60 days of advance notice so that they can make whatever plans or adjustments needed to find new employment. The California WARN Act applies to a wider range of employers than the federal law and imposes larger penalties for violations.

Worker Adjustment and Retraining Notification Act (WARN) (29 USC 2100 et. seq.) - Protects workers, their families and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of plant closings and mass layoffs.

Generally, you must provide at least 60 days' notice prior to any covered plant closing or mass layoff affecting the requisite number of employees. Typically WARN looks to the number of employment losses occurring in any rolling 30-day period.

WARN offers protection to workers, their families and communities by requiring employers to provide notice 60 days in advance of covered plant closings and covered mass layoffs.

WARN Act - Overview. WARN protects employees, their families, and communities by requiring employers to give a 60-day notice to the affected employees and both state and local representatives before a plant closing or mass layoff.

Cal-WARN, which is the state version of the federal WARN Act, is triggered by 50 or more layoffs of covered employees within a rolling 30-day window. The 60-day notice requirement also applies when the business is terminating operations or relocating its operations 100 miles or more away.

The Worker Adjustment and Retraining Notification Act, also known as the WARN Act or Labor Code 1400-1408 LC, requires employers to notify their employees at least 60 days before any mass layoffs, plant closures, or major relocations.

For example, WARN requires that notice of a mass layoff be provided at least 60 days in advance to affected employees or their representatives, to the State dislocated worker unit, and to a unit of local government.