Federal law requires 60 days' advance notice before mass layoffs. Many companies file notices with shorter lead times — or none at all. The table below surfaces those cases from all 50 states, updated daily.
Disclaimer: Records are algorithmically flagged based on calendar days between notice and effective dates. State-specific requirements are applied where applicable (e.g., NY/NJ/ME: 90 days, IL: 75 days). Many valid legal exceptions exist (natural disasters, unforeseeable business circumstances, faltering company). Short notice does not automatically mean a legal violation. Records flagged as "Data Issue" have dates that appear incorrect. This is not legal advice — consult an employment attorney for any specific situation.
📊Related data:H-1B & LCA data shows visa workers especially vulnerable during layoffs — H-1B status is tied to employment, making WARN violations particularly severe.
Unemployment claims by region reveal downstream impact when notices are insufficient.
Legal professionals researching violations can access the full dataset via our data bundle and API.
⚠️ What Constitutes a Violation
A violation occurs when a covered employer (100+ employees) fails to give 60 days' written notice before a mass layoff (50+ workers) or plant closing. Notice must reach affected employees, the state rapid response unit, and the chief elected official of the local government. States with stricter laws (NY/NJ/ME: 90 days; CA/IL/WI/TN: lower thresholds) add additional exposure. Valid exceptions — faltering company, unforeseeable circumstances, natural disaster — exist but the burden of proof falls on the employer.
Penalties: Up to 60 days' back pay and benefits per affected employee, plus a $500/day civil penalty for failure to notify local government. NJ and ME also mandate severance (1 week per year of service). Proposed 2026 legislation would add 30 days of liquidated damages. See 2026 legislation changes →
Requirement
Federal Baseline
Notice period
60 calendar days before first employment loss
Employer size
100+ full-time employees
Mass layoff trigger
50+ employees at a single site, or 33% of workforce if under 500
Plant closing trigger
Shutdown affecting 50+ employees at one site
Who must be notified
Affected workers (or union), state rapid response coordinator, chief elected official
State mini-WARN details (NY, NJ, CA, IL, ME, TN, WI) covered on the 2026 Legislation page.
📄 How to Report a Potential Violation
Statutes of limitation apply — consult an attorney as soon as possible after a potentially non-compliant layoff.
1
Contact your state's Rapid Response coordinator — they can confirm whether a WARN notice was filed. Find contacts at the DOL Rapid Response directory.
A violation occurs when a covered employer fails to provide 60 days' advance written notice before a qualifying mass layoff or plant closing — including failing to notify affected employees, the state dislocated worker unit, or the chief elected official. NY, NJ, and ME require 90 days, making violations easier to trigger in those states.
Up to 60 days of back pay and lost benefits per affected employee. Employers who fail to notify local government face $500/day civil penalties. NJ and ME also require mandatory severance. Proposed 2026 changes would add 30 days of liquidated damages.
The federal WARN Act has no set statute of limitations — courts apply state law, typically 3 years. State mini-WARN deadlines may be shorter. Act quickly: time limits run from the date of the layoff.
Yes. WARN cases are commonly pursued as class actions because one layoff event affects many workers with the same deficient notice. One affected employee or their attorney can file on behalf of all similarly situated workers, often resulting in larger settlements.
We collect notices from all 50 states daily. For each record with both a notice date and effective date, we calculate the calendar-day gap and compare it against the applicable federal (60-day) or state-specific requirement (90 days for NY, NJ, ME). Records under 45 days are flagged as potential violations; 45–59 days as borderline.