I Got Laid Off — Now What?

The Worker Adjustment and Retraining Notification (WARN) Act is a federal law requiring employers with 100+ employees to provide 60 calendar days written notice before mass layoffs (50+ workers) or plant closings. Several states have stricter mini-WARN laws that may provide additional protections.

Back pay and benefits for each day of violation, up to 60 days. Many labor attorneys handle these cases on contingency — you pay nothing upfront. Check our violation tracker to see if your company has been flagged.

About 20 states do. CA requires 60 days for 75+ employees, NY requires 90 days for 25+ employees, NJ requires 90 days for 100+ employees. Use the calculator above to check your state's specific rules.

File with your state unemployment office immediately — delays can cost you a week of benefits. Benefits typically last 12–26 weeks. You can track national weekly unemployment claims trends on WARN Firehose.

COBRA lets you continue your employer's health insurance for up to 18 months after a layoff. You pay the full premium plus a 2% admin fee — often $600–$2,000/month for families. You have 60 days from coverage end to elect. Compare against ACA marketplace plans — subsidies may make those cheaper.

Search our database at warnfirehose.com/data — we aggregate WARN notices from all 50 states with daily updates. Search by company name, state, or city.

H-1B workers generally have a 60-day grace period after layoff to find a new employer or change status. WARN Act protections still apply to visa workers. You can explore historical H-1B and LCA petition data on WARN Firehose to research potential employers.

It depends on your state and how severance is structured. In most states, lump-sum severance does not disqualify you — file immediately. Some states offset weekly payments against benefits. Use the Check Your Benefits tab to see your state's specific severance rules. Pro tip: always file on day one — processing takes 2-3 weeks, so your claim will be ready when any severance offset period ends.

No — take your time. Most employers give you 21 days to review (45 days if you're over 40, under the Older Workers Benefit Protection Act). Have an employment attorney review it before signing. Key things to watch: non-compete clauses, release of WARN Act claims, and whether the amount is fair. Never let pressure tactics rush you — that's often a sign the employer knows they owe more.

Yes. WARN Act lawsuits are typically filed as class actions in federal court. You may be owed up to 60 days of back pay plus benefits. Most employment attorneys take WARN cases on contingency — no upfront cost, they get paid only if you win. Check our violation tracker to see if your company is already flagged, then use the Get Help tab to connect with an attorney.

A layoff is a permanent separation — your job is eliminated. A furlough is a temporary unpaid leave with the expectation you'll return. Both may trigger WARN Act requirements if enough workers are affected. Furloughed workers can usually file for unemployment during the furlough period. If a furlough extends beyond 6 months, it's legally treated as a layoff under WARN.

Standard benefits range from 12 to 26 weeks depending on your state. Florida and North Carolina are the shortest at 12 weeks. Most states offer 26 weeks. During economic downturns, federal extensions may be available. Use the Check Your Benefits tab to see your state's exact duration and weekly maximum. You must actively search for work and report earnings to maintain eligibility.

Don't cash out — you'll pay income tax plus a 10% early withdrawal penalty if under 59½. Your options: leave it with your former employer's plan, roll it into an IRA (usually best for more investment choices and lower fees), or roll it into your new employer's plan. You have 60 days to complete a rollover to avoid penalties. Consider consulting a financial advisor — many offer free initial consultations.