Stricter Notices, Bigger Stakes: California Updates Its WARN Act 

California’s Worker Adjustment and Retraining Notification (CalWARN) Act — the state’s “mini-WARN” — expands the federal WARN Act and requires advance notice before major workforce reductions. Effective January 1, 2026, SB 617 requires employers to expand CalWARN notice content to help workers access retraining, community resources, and public benefits.

The WARN Acts: State vs. Federal

Both federal WARN and CalWARN require employers to give advance notice before major layoffs or closures. They differ, however, in which employers are covered and which events trigger notice.

The federal WARN Act covers employers with 100+ full-time employees, or 100 employees working a combined 4,000+ hours per week (excluding overtime). It is triggered by plant closings affecting 50+ full-time employees or mass layoffs involving either (i) 50+ full-time employees constituting at least 33% of the workforce, or (ii) 500+ full-time employees. Employers must provide 60 days’ notice to employees, union representatives, and designated state and local officials.

CalWARN applies to employers with 75+ employees (full- or part-time) during the prior 12 months. Mass layoffs of 50+ employees in 30 days, plant closures, or relocations of100+ miles trigger the law. Like the federal law, CalWARN requires 60 days’ notice, but also mandates notice to specific California agencies and local governing bodies.

California employers with 100+ employees must comply with both statutes.

SB 617: New Notice Requirements for 2026

CalWARN notices issued on or after January 1, 2026, must include:

• A statement indicating whether the employer will coordinate job-transition assistance for affected employees through (i) the Local Workforce Development Board (LWDB) (the regional authority overseeing retraining and job-placement services), (ii) another organization, or (iii) none;
• The LWDB’s contact information and this description: “Local Workforce Development Boards and their partners help laid off workers find new jobs.  Visit an America’s Job Center of California location near you.  You can get help with your resume, practice interviewing, search for jobs, and more.  You can also learn about training programs to help start a new career;”
• A brief explanation of CalFresh’s food-assistance program including its helpline number and website; and
• A current employer email and phone number for employee inquiries.

Take-Aways:

Covered employers should verify current LWDB contact information and update layoff templates and procedures now to avoid last-minute compliance issues and to support a smoother transition for affected employees.

For further assistance, please contact Tim Bowles, Cindy Bamforth or Helena Kobrin

See also:

• Personnel Records Access- Employee Rights Expanded (November 7, 2025)
• Fair Pay Full Disclosure – Compensation Protections Across All Pay Types(November 7, 2025)
• Annual Virtual for Employers – Save the Date

Cindy Bamforth
November 21, 2025