The federal Worker Adjustment and Retraining Notification (WARN) Act is designed to give workers advance warning when a large layoff or shutdown is coming, so they have time to plan, seek new work, or pursue retraining. In general, covered employers must provide at least 60 days’ written notice before certain mass layoffs or plant closings.  

In addition, nearly a quarter of states have made a WARN act state law, which ranges in effect from New York and Maine who both require longer 90 day notice requirements, to Maryland, Michigan, and Minnesota which have state laws that recommend companies give notice. Notably, California and Illinois both require companies of 75 or less be subject to state warn laws, and in Hawaii and Wisconsin the requirements kick in at 50 employees. 

Here are the WARN act notices from California, Colorado, Illinois, Oregon, New York, and Washington, posted to state databases in January 2026 (as of 2/11/26):

California WARN Act Notices – January 2026 

Colorado  WARN Act Notices – January 2026 

Illinois WARN Act Notices – January 2026 

Oregon WARN Act Notices – January 2026 

New York WARN Act Notices – January 2026 

Washington WARN Act Notices – January 2026 

What Triggers WARN 

WARN is triggered by qualifying job losses at a single site of employment. Common triggers include: 

• Mass layoff: 500+ employment losses at a site, or 50+ losses if they are at least one third of the full-time workforce at that site. 
• Plant closing, or operating unit shutdown: permanent or temporary shutdowns that result in 50+ employment losses at a site (including when an operating unit is discontinued).
• “Temporary” layoffs that become permanent or go beyond six months, or large hour reductions (substantial reductions in hours across a defined period) can also trigger WARN. 

WARN contains lookback periods for layoffs, an employer announcing 300 layoffs one day and 300 one week later could be combined to trigger WARN. Headcounts for percentages are typically measured at the site level, not national or state total employment. For more information, see the Schneider Wallace section on the WARN Act. 

Employment Law Firm 

If you believe you were not paid for all your benefits, or for all hours worked, consider contacting an employment attorney for a consultation. Schneider Wallace represents employees in wage and hour matters, including unpaid wages at termination, unpaid hourly and worked wages, and unpaid overtime. Our firm represents employees in wage-and-hour and workplace rights matters in many states, and works with local counsel in others. To discuss with a free legal consultation,  please contact Schneider Wallace at info@schneiderwallace.com.