State Layoff Notice Laws (WARN Laws)


Layoff notice laws typically require employers to give employees notice a specific amount of time before they are laid off if the employer plans to layoff a large number of employees.

Federal WARN Act

The federal government has a notice requirement law that requires an employer to provide its employees with adequate notice when it plans to go out of business or layoff a large number of them. The law is called the Worker Adjustment and Retraining Notification Act (WARN Act). For more information about federal layoff notice laws and the WARN Act, click here.



State WARN Laws

Most states do not have their own layoff notice laws, but do operate rapid response offices to help enforce the federal WARN Act. Seven (7) states have enacted layoff notice laws similar to the WARN Act. The table below outlines each state’s WARN requirements and a link to the state department responsible for receiving WARN notices and dealing with WARN Act issue.

StateState WARN LawRequirements
AlabamaNoSame as the federal requirements.
AlaskaNoSame as the federal requirements.
ArizonaNoSame as the federal requirements.
ArkansasNoSame as the federal requirements.
CaliforniaYesApplies to employers with 75 or more full or part-time employees where 50 or more employees are to be laid off due to a plant closing, mass layoff, or relocation of the employer's business.  Unlike the federal law, there is no requirement that the number of employees to be laid off constitute a certain percentage of the employer's workforce.  Relocation is defined as a move to a different location more than 100 miles from the prior location.
ColoradoNoSame as the federal requirements.
ConnecticutNoSame as the federal requirements.
DelawareNoSame as the federal requirements.
District of ColumbiaNoSame as the federal requirements.
FloridaNoSame as the federal requirements.
GeorgiaNoSame as the federal requirements.
HawaiiNoSame as the federal requirements.
IdahoNoSame as the federal requirements.
IllinoisYesApplies to employers with 75 or more full-time employees when:
- 25 or more full-time employees are laid off if they constitute one-third or more of the full-time employees at the site, or
- 250 or more full-time employees are laid off
IndianaNoSame as the federal requirements.
IowaNoSame as the federal requirements.
KansasNoSame as the federal requirements.
KentuckyNoSame as the federal requirements.
LouisianaNoSame as the federal requirements.
MaineNoSame as the federal requirements.
MarylandYesMaryland's version of WARN, the Maryland Economic Stabilization Act, is voluntary and applies to employers in the industrial, commercial, and business industries with 50 or more employees.  Otherwise, an employer must comply with the federal requirements.
MassachusettsNoSame as the federal requirements.
MichiganNoSame as the federal requirements.
MinnesotaNoSame as the federal requirements.
MississippiNoSame as the federal requirements.
MissouriNoSame as the federal requirements.
MontanaNoSame as the federal requirements.
NebraskaNoSame as the federal requirements.
NevadaNoSame as the federal requirements.
New HampshireNoSame as the federal requirements.
New JerseyYesApplies to employers who have been in business at least three years and have at least 100 employees.  It applies in situations where a covered employer:
- transfers or terminates its operations during any continuous period of 30 days which results in the termination of employment of 50 or more full-time employees, or
- conducts a mass layoff that results in an employment loss during any 30 day period of:
500 or more full-time employees, or
50 or more full-time employees representing one third or more of the full-time employees at the establishment
New MexicoNoSame as the federal requirements.
New YorkYesApplies to private employers with 50 or more workers who layoff at least 25 employees.
North CarolinaNoSame as the federal requirements.
North DakotaNoSame as the federal requirements.
OhioNoSame as the federal requirements.
OklahomaNoSame as the federal requirements.
OregonNoSame as the federal requirements.
PennsylvaniaNoSame as the federal requirements.
Rhode IslandNoSame as the federal requirements.
South CarolinaNoSame as the federal requirements.
South DakotaNoSame as the federal requirements.
TennesseeYesApplies to employers with 50 or more employees, instead of the 100 required by the federal law.  All other federal requirements apply.
TexasNoSame as the federal requirements.
UtahNoSame as the federal requirements.
VermontNoSame as the federal requirements.
VirginiaNoSame as the federal requirements.
WashingtonNoSame as the federal requirements.
West VirginiaNoSame as the federal requirements.
WisconsinYesApplies to employers with 50 or more employees.
WyomingNoSame as the federal requirements.


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