Layoff Letter

Notice Requirements Under federal WARN Act, an employer must provide written notice 60 days prior to a plant closing or mass layoff to employees or their representative and the state dislocated worker unit (in California, the Employment Development Department, Workforce Services Division).

Employee Layoffs In a layoff situation that is not covered by the WARN Act, the employer is not required by federal law to give any notice.If the reason for the layoff is economic, employees will usually experience immediate employment termination.

When an employee is laid off, it typically has nothing to do with the employee's personal performance.In some cases, laid-off employees may be entitled to severance pay or other employee benefits provided by their employer. Generally, when employees are laid off, they're entitled to unemployment benefits.

The California WARN Act (short for Worker Adjustment and Retraining Notification Act) is a regulation that requires employers to provide workers and local government officials with at least sixty (60) days notice before a mass layoff, a plant closure or a major relocation.

What are California layoff laws and how do they protect me?If your employer is supposed to abide by WARN laws and doesn't give you the required 60-day notice of a plant closing or mass layoff, then you may be able to sue your employer for laying you off.

Request a Laid-Off Letter from Human Resources. Inquire About Your Health Insurance Benefit. Collect Or Check On Your Final Paycheck. Review Your 401(k) and/or Pension Plans. Investigate a Severance Package. Register for Unemployment. Update LinkedIn and Your Resume. Print Personal Business Cards.

A layoff is considered a termination of employment when the employer has no intention of recalling the employee to work.