労働者調整および再訓練通知（WARN）

Worker Adjustment and Retraining Notification (WARN) Skip to Main Content Español Worker Adjustment and Retraining Notification (WARN) New for 2026: WARN notices must explain how you will support workers who are laid off. You must say whether you plan to work with your local workforce board, another organization, or not coordinate services. You also need to include contact information and a short description of the services available to workers. Review Senate Bill (SB) 617 and update your WARN notice templates to meet these requirements. Facing Tough Times? You're Not Alone. Work Sharing Program The Work Sharing program helps you avoid layoffs by reducing hours while we pay partial benefits. You keep your team, and save on hiring and training later. Learn More Rapid Response Program You don’t have to navigate layoffs alone. Our teams help employers and workers explore options. And, if needed, manage layoffs with less impact on your people, business, and community. Learn More About If you're planning a mass layoff, plant closure, or relocation in California, you may be required to provide advance notice under the WARN Act. Use the steps below to see if WARN applies to you and what actions are required. Show All Step 1: Are you planning job losses or operational changes? You should review this checklist if you are planning to: Lay off employees Close a worksite Relocate operations If you're not sure if your situation qualifies, keep reading the steps below. Step 2: Does the WARN Act apply to your business? You are generally required to file a WARN notice if all of the following apply: You employ 75 or more employees (full-time and part-time). You are planning one of the following: A layoff of 50 or more employees within a 30-day period A plant or facility closure A relocation of operations If these conditions do not apply, you may not be required to file a WARN notice. Contact your Local Workforce Development Area for guidance. Source: California Labor Code , Section 1400.5 Step 3: Can you provide at least 60 days’ advance notice? The WARN Act requires employers to provide written notice at least 60 days before a mass layoff, plant closure, or relocation occurs. Notices must be received by the required parties at least 60 days in advance. If you are unable to provide 60 days’ notice, you should still file a WARN notice and include an explanation Source: 20 CFR 639.5(a) , Page 354 Step 4: Who must receive the WARN notice? You must send written notice to all of the following: Your affected employees The Employment Development Department (EDD) Your Local Workforce Development Area (Local Area) The chief elected official of the local government affected Note: The chief elected official varies by local government. For elected boards, the notice should be sent to the board chairperson. Step 5: How should you notify your employees? You must notify affected employees using a delivery method that ensures receipt of the notice at least 60 days in advance. Source: 20 CFR 639.2 , Page 351 Acceptable methods include: First-class mail Personal delivery (optional signed receipt) Inclusion in the employee’s pay envelope A ticketed or preprinted notice that is regularly included with paychecks or pay envelopes is not acceptable. Step 6: What information must be included in the written notice? Your written WARN notice must include: Employer and contact information Name and address of the employment site Name, phone number, and email of a company contact Action details Whether the action is permanent or temporary Whether the entire plant will be closed Expected date of the first separation Schedule for subsequent separations Employee impact Job titles of affected positions Number of employees affected by job title For multiple locations, list this information by location Coordination and services Whether you plan to coordinate Rapid Response services Learn what coordinating Rapid Response with your Local Board can do for you and your impacted employees Contact information for the Local Workforce Development Board Required Rapid Response services description Local Workforce Development Boards and their partners help people who lost their jobs find new ones. Visit an America’s Job Center of California near you for help with resumes, job interviews, job searches, and training programs to start a new career. Required program information Description of the CalFresh program CalFresh helps eligible families buy groceries with monthly benefits on an EBT card. Use it at grocery stores and participating online retailers, and farmers markets. CalFresh can’t be used for non-food items or hot meals—unless you’re in the Restaurant Meals Program. CalFresh benefits helpline CalFresh Information Line: 1-877-847-FOOD (3663) — connects you to your local county social services office. Link to the CalFresh website To learn more or apply, visit www.BenefitsCal.com Additional requirements (if applicable) Whether bumping rights exist Union name and address Name and address of the chief elected officer of each union Note: For additional requirements related to employee notices, refer to Title 20 Code of Federal Regulations Section 639.7 . Step 7: How to submit your WARN notice To file your WARN notice with the EDD: Email your notice to [email protected] Include the employer name in the subject line Attach the written WARN notice Accepted file types: DOC, DOCX, PDF Include contact information in the email body You must also submit your notice to: Your Local Workforce Development Area The appropriate chief elected official Your Local Area can help identify the correct chief elected official. Step 8: What happens after you file? After your WARN notice is processed, your Local Workforce Development Area will contact you to coordinate Rapid Response Services . Rapid Response teams work with employers and affected workers to: Provide job search assistance. Offer training opportunities. Explain unemployment insurance benefits. Reduce disruptions to workers and communities. More help may be available through Trade Adjustment Assistance if job loss is related to foreign competition or relocation. For more information, review our WARN Frequently Asked Questions . Reports, Records, and Additional Contacts Latest WARN report (XLSX) WARN reports from previous years (PDF) 2024-2025 WARN Report from July 01, 2024 through June 30, 2025 (PDF) 2023-2024 WARN Report from July 01, 2023 through June 30, 2024 (PDF) 2022-2023 WARN Report from July 01, 2022 through June 30, 2023 (PDF) 2021-2022 WARN Report from July 01, 2021 through June 30, 2022 (PDF) 2020-2021 WARN Report from July 01, 2020 through June 30, 2021 (PDF) 2019-2020 WARN Report from July 01, 2019 through June 30, 2020 (PDF) 2018-2019 WARN Report from July 01, 2018 through June 30, 2019 (PDF) 2017-2018 WARN Report from July 01, 2017 through June 30, 2018 (PDF) 2016-2017 WARN Report from July 01, 2016 through June 30, 2017 (PDF) 2015-2016 WARN Report from July 01, 2015 through June 30, 2016 (PDF) 2014-2015 WARN Report from July 01, 2014 through June 30, 2015 (PDF) General questions (non-media inquiries): Contact the California WARN Act Coordinator by email . Public Records Requests: Submit your Public Records Request through (GovQA portal) and select the WARN Notice Request category. Media requests: For all media requests, contact the EDD Media Services Office . WARN requests will be processed within 10 days of receiving your request. For enforcement of California WARN law , or to report a possible violation , c ontact the Department of Industrial Relations . Did You Know? You can get free support from your local AJCC. Reach out and meet with a counselor today! Find My Local AJCC Notification Requirements General Provisions of the Federal and California WARN Laws Employers should review both the Federal WARN law and the Calif ornia WARN law for a full understanding of the notification requirements. The following is a side-by-side chart that provides the general standards of the law: General Provisions of the Federal and California WARN Laws Category Federal WARN California WARN Covered Employers Applicable only to employers with 100 or more full-time employees who must have been employed for at least 6 months of the 12 months preceding the date of required notice in order to be counted. (29 USC 2101 and 20 CFR 639.3) Applicable to a “covered establishment” that employs or has employed in the preceding 12 months, 75 or more full and part-time employees. As under the federal WARN, employees must have been employed for at least 6 months of the 12 months preceding the date of required notice in order to be counted. [California Labor Code Section 1400.5 (a) and (h)] Mass Layoff, Termination, Relocation or Relocation of a Call Center Plant closings involving 50 or more employees during a 30-day period. Layoffs within a 30-day period involving 50 to 499 full-time employees constituting at least 33% of the full-time workforce at a single site of employment. Layoffs of 500 or more are covered regardless of percentage of workforce. (29 USC, et seq., 2101 and 20 CFR 639.3) Plant closure affecting any amount of employees. Layoff of 50 or more employees within a 30-day period regardless of % of workforce. Relocation of at least 100 miles affecting any amount of employees. Relocation of a call center to a foreign country regardless of the percentage of workforce affected. [California Labor Code Section 1400.5 (d)-(f) and 1409 (b)] Legal Jurisdiction Enforcement of WARN requirements through United States district courts. The court, in its discretion, may allow the prevailing party a reasonable attorney’s fee as part of the costs. (29 USC 2101, et seq) Civil action may be brought in “any court of competent jurisdiction” related to a Mass Layoff, Termination, Relocation, or Relocation of a Call Center. The court may award reasonable attorney’s fees as part of costs to any prevailing plaintiff. The California WARN law is in th