WARN Act Litigation Intelligence for Employment Lawyers
Identify potential WARN Act violations across all 50 states. Access real-time data on insufficient-notice layoffs, calculate potential damages, and find class action opportunities — all from a single platform updated daily.
Why Employment Lawyers Use WARN Firehose
Early Case Identification
Our violation tracker automatically flags layoffs where the gap between notice date and effective date falls below the required threshold — 60 days federal, or 75-90 days in stricter states. Spot potential cases before other firms.
State-Specific Rules Built In
15 states have mini-WARN acts with stricter requirements. Our system applies the correct threshold per state: 90 days for NY/NJ/ME, 75 days for IL, 60 days for CA/CT/HI and 9 others. No manual research needed.
Class Action Scale Data
Every notice includes employee counts, company names, locations, and dates. Export filtered violations as CSV for demand letters, court filings, or class certification evidence. Updated within 24 hours of state disclosure.
Cross-Reference with SEC & Bankruptcy
Companies filing WARN notices often have related SEC 8-K disclosures (Item 2.05 — exit costs) or Chapter 11 bankruptcies. Our cross-dataset intelligence connects these for stronger litigation narratives.
State WARN Act Requirements — Quick Reference
States with notice requirements stricter than the 60-day federal WARN Act minimum:
| State | Notice Required | Key Differences from Federal | Violation Potential |
|---|---|---|---|
| New York | 90 days | Covers employers with 50+ employees (vs 100 federal). Applies to relocations. | High |
| New Jersey | 90 days | Severance: 1 week per year of employment. Covers mass layoffs of 50+. | High |
| Maine | 90 days | Covers employers with 100+. Severance pay of 1 week per year. | High |
| Illinois | 75 days | Covers employers with 75+ at a site. Applies to relocations 50+ miles. | Medium |
| California | 60 days | Covers relocations. No faltering company exception. Includes conditional layoffs. | Medium |
| Connecticut | 60 days | Severance continuation required. Covers employers with 100+ statewide. | Medium |
| Maryland | 60 days | Voluntary — but triggers additional benefits obligations. | Lower |
| Michigan | 60 days | Covers employers with 25+ (much lower than federal 100). | High |
| Minnesota | 60 days | Must provide placement assistance funding. | Medium |
| Oregon | 60 days | Must provide displaced worker program info. | Lower |
| Wisconsin | 60 days | Covers employers with 50+ and business closings of 25+. | Medium |
Potential Damages in WARN Act Cases
Federal WARN Damages
Up to 60 days of back pay and benefits per affected employee. For a layoff of 200 workers at $50k average salary, that's up to $3.3 million in potential damages.
State-Enhanced Damages
New Jersey: Severance of 1 week/year. California: $500/day civil penalties. New York: 90-day back pay (50% more than federal). State claims can be stacked on top of federal.
Start Finding Cases Today
Browse our violation tracker for free or get API access for bulk case research and automated monitoring.
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Use Cases for Employment Law Firms
Intake & Case Screening
When a potential client calls about a layoff, instantly verify if their employer filed a WARN notice, how many employees were affected, and whether the notice period was sufficient under federal and state law.
Proactive Case Finding
Monitor the violation tracker daily for new insufficient-notice layoffs. Filter by state, sort by employee count, and focus on high-value cases with 100+ affected workers.
Class Certification Evidence
Export WARN data as CSV with company names, employee counts, dates, and locations — structured evidence for class action certification motions showing a defined, ascertainable class.
Multi-Dataset Litigation
Cross-reference WARN violations with SEC 8-K filings (Item 2.05 — exit costs, Item 1.03 — bankruptcy) and bankruptcy data. Build stronger cases showing premeditated layoffs with delayed notice.