The WARN Act, aka Worker Adjustment and Retraining Notification Act (WARN), requires employers to give 60 days written notice regarding plans involving layoffs of 50+ employees within a 30-day period.

In short, when facing a potential layoff, HR leadership is obligated (by law) to inform the appropriate state agency of layoff plans. As an HR leader, the single best resource for understanding all reporting requirements is the Employer’s Guide to Advance Notice of Closings and Layoffs.

Rapid Response is a federal program that helps employers and workers during layoffs. This includes an emphasis in unemployment insurance benefits, job placement services, and training options. Each state is assigned a Rapid Response Coordinator. Contacting your state’s coordinator is an important first step when facing layoffs.

Additionally, submitting a WARN notice at the state level is required when proceeding with layoffs. Each state handles things a bit differently. It usually goes through the state’s rapid response or workforce development team. The following list provides more information on a state-level for HR leaders when submitting a WARN notice.

Links for submitting WARN notices by state:

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