WARN Act Notice Calculator
Check whether a layoff or closing triggers the 60-day federal WARN Act notice requirement.
Reviewed by theComplianceToolsLibrary Editorial Team · Last updated
Key facts
- Covered employer
- 100 or more employees (excluding certain part-time workers)
- Notice period
- 60 calendar days of advance written notice
- Plant closing
- Employment loss for 50+ employees at a single site
- Mass layoff
- 500+ employees, or 50–499 if at least 33% of the active workforce
Does the WARN Act apply to your layoff?
The federal WARN Act requires covered employers — generally those with 100 or more employees — to give 60 calendar days' advance written notice of a qualifying plant closing or mass layoff. The notice goes to affected employees (or their representatives), the state dislocated-worker unit, and the chief local elected official.
A plant closing is a shutdown of a site or operating unit causing employment loss for 50 or more employees in a 30-day period. A mass layoff (not a closing) is an employment loss for 500 or more, or for 50–499 if they make up at least 33% of the active workforce. Part-time employees are generally excluded from the thresholds but may still be entitled to notice. Many states have stricter "mini-WARN" laws.
How to use this tool
- 1
Enter employer size
Enter your total number of employees.
- 2
Describe the action
Indicate whether it's a closing or layoff and how many are affected at the site.
- 3
Review the trigger
See whether the action meets the WARN thresholds.
- 4
Plan the 60-day notice
If triggered, schedule notice to employees, the state, and local officials.
Common mistakes to avoid
- Counting employees company-wide instead of by single site of employment.
- Forgetting the 33% test for layoffs of 50–499 employees.
- Overlooking stricter state mini-WARN laws with lower thresholds.
- Sending notice late or omitting the state and local-official recipients.
What to do next
- If triggered, issue compliant 60-day notices to all required recipients.
- Check state mini-WARN laws, which may apply to smaller events.
- Document the headcounts and dates behind your analysis.
- Coordinate final pay and benefits with the Final Paycheck and COBRA tools.
Sources
Frequently asked questions
Which employers are covered by the WARN Act?
Generally employers with 100 or more employees, excluding certain part-time workers.
How much notice does the WARN Act require?
60 calendar days of advance written notice of a qualifying plant closing or mass layoff.
What counts as a mass layoff under WARN?
An employment loss for 500+ employees at a site, or 50–499 if they're at least 33% of the active workforce.
Do states have their own WARN laws?
Yes. Many states have "mini-WARN" laws with lower thresholds or longer notice periods.
Related tools
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