WARN notices by state
The federal WARN Act covers employers with 100 or more full-time employees. It requires 60 calendar days' written notice before a plant closing that costs 50 or more full-time workers their jobs at one site, or a mass layoff at one site within 30 days of either 500 or more full-time workers, or 50 to 499 who make up at least a third of that site's workforce. 16 states add a notice law of their own; in the other 35, the federal rule is the whole rule. Pick your state for its official WARN notice list and its layoff-notice law.
How the WARN Act works
The 60-day rule, who's covered, and what you're owed if your employer skips it.
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Find your state
States with their own WARN law
These 16 add their own notice law on top of the federal one, usually with a lower threshold, a longer notice period, or severance. Each has its own page with the details.
States with no WARN law of their own
In these 35 (District of Columbia included), advance notice of a layoff is owed only when the federal rule above applies. Several still have a related rule worth knowing, and most post the federal notices employers file with them.
Alabama
Alabama has no state notice law, and its list now lives with the Alabama Department of Workforce, which blocks scrapers — third-party layoff trackers can run stale or incomplete for Alabama, so check the official list.
Notices filed in Alabama: workforce.alabama.gov ↗
Colorado
Follows the federal WARN Act only for mass layoffs; separately, C.R.S. § 8-74-101(4) requires every separating employee in Colorado — laid off or not — to receive written notice of the reason for separation, on the state's Form 22-234.
Notices filed in Colorado: cdle.colorado.gov ↗
Connecticut
Connecticut has no separate mini-WARN notice statute, though a distinct state law requires employers that close or relocate out of state to pay for 120 days of group health coverage for affected workers.
Notices filed in Connecticut: portal.ct.gov ↗
District of Columbia
DC has no local WARN law and states it has no enforcement authority, but its list also collects federal-agency reduction-in-force notices under 5 U.S.C. § 3502(d), so it captures federal RIFs that no state list shows.
Notices filed in District of Columbia: does.dc.gov ↗
Florida
Florida has no state notice law, and its official list is published by FloridaCommerce on floridajobs.org rather than a .gov address — the site is the official one despite the domain.
Notices filed in Florida: floridajobs.org ↗
Georgia
Georgia has no mini-WARN, but state rule 300-2-7-.06 requires a separation notice (DOL-800) for every departing worker, and 25 or more separations on one day for the same reason triggers a mass separation notice within 48 hours — far below any WARN threshold.
Notices filed in Georgia: www.tcsg.edu ↗
Indiana
Indiana has no mini-WARN, but Ind. Code § 22-4-32-23 requires officers and directors to notify the Department of Workforce Development within 30 days of adopting a plan to dissolve, liquidate or withdraw, with personal liability for unpaid unemployment contributions.
Notices filed in Indiana: www.in.gov ↗
Kansas
Kansas has no mini-WARN. A 1920 statute, K.S.A. § 44-616, still makes it unlawful for employers in certain industries — food, clothing, fuel mining, transportation, utilities — to cease or limit operations without applying to the Secretary of Labor.
Notices filed in Kansas: www.kansasworks.com ↗
Louisiana
Louisiana has no mini-WARN, but Louisiana Works (the renamed Louisiana Workforce Commission) requires a separation notice (LWC-77) filed within 72 hours of any separation, with a copy to the worker within three days.
Notices filed in Louisiana: www.laworks.net ↗
Massachusetts
Follows the federal WARN Act only for mandatory advance notice; the Massachusetts plant-closing law (M.G.L. c. 151A Sec. 71A to 71G) defines advance notice to workers as voluntary. What it does require of a facility with 50+ employees that closes is prompt notice to the state, which unlocks reemployment assistance, and up to 90 days of continued group health coverage.
Notices filed in Massachusetts: www.mass.gov ↗
Michigan
Michigan's MCL 450.736 is often mistaken for a state WARN law but imposes nothing on employers — it only directs the state to encourage notice. Michigan does accept voluntary filings below the federal threshold, so its list can show smaller layoffs.
Notices filed in Michigan: www.michigan.gov ↗
Nevada
Nevada has no mini-WARN. Its hospitality and travel Right to Return Act expired on August 31, 2022 and was not renewed, and the surviving notice rule (NAC 284.626, 30 days) covers state employees only.
Notices filed in Nevada: detr.nv.gov ↗
North Dakota
North Dakota has no mini-WARN statute, though a separate state rule (NDAC 27-03-02) requires employers to file a "mass separation" notice with Job Service ND for 25+ workers at least 48 hours in advance.
Notices filed in North Dakota: www.jobsnd.com ↗
Oregon
Oregon has no independent mini-WARN with lower thresholds; it follows the federal WARN Act, and ORS 285A.516 only adds a requirement to notify the state Higher Education Coordinating Commission.
Notices filed in Oregon: ccwd.hecc.oregon.gov ↗
Pennsylvania
Follows the federal WARN Act only statewide — but Philadelphia has its own: Phila. Code ch. 9-1500 requires 60 days' notice of an intent to close or relocate for certain businesses, enforceable by injunction. It is the only local mini-WARN in Pennsylvania.
Notices filed in Pennsylvania: www.pa.gov ↗
Rhode Island
Rhode Island has no advance-notice mini-WARN law and follows the federal WARN Act only; its plant-closing statute is a wage-payment rule requiring final wages within 24 hours when a business liquidates, merges, sells, or relocates, not an advance-notice requirement.
Notices filed in Rhode Island: dlt.ri.gov ↗
Texas
Texas has no mini-WARN, but Tex. Lab. Code § 61.014 requires a laid-off worker's final pay within six calendar days. The Workforce Commission publishes the current year as a spreadsheet; older notices have to be requested by email.
Notices filed in Texas: www.twc.texas.gov ↗
Virginia
Virginia has no private-sector notice law, though the Workforce Transition Act (Va. Code § 2.2-3200 et seq.) gives laid-off state employees severance. The notice list is organised by fiscal year, not calendar year.
Notices filed in Virginia: virginiaworks.gov ↗
West Virginia
West Virginia has no state notice law, but W. Va. Code § 21-5-4(d) requires all earned wages to be paid by the next regular payday after a layoff, with double the unpaid amount as liquidated damages if they are not.
Notices filed in West Virginia: workforcewv.org ↗