WARN Act by state: notice rules and recent filings
Federal WARN is the nationwide baseline for advance notice of large layoffs — but many states add their own, sometimes broader, rules. Find your state for its notice period, who has to be told, where official notices are published, and what to do as an employee.
Updated September 22, 2026 · 50 states + DC covered · 7,268 recent filings across 31 states
States with searchable recent filings
These state pages carry the notices actually filed in the last 24 months, collected from the state agency — searchable by employer, city and industry. Every other state page covers the law only.
The federal WARN baseline
The federal Worker Adjustment and Retraining Notification (WARN) Act generally requires 60 days' advance written notice for a covered plant closing or mass layoff at employers with 100 or more employees, with remedies of back pay and benefits enforced through the courts. State laws can be broader — covering smaller employers or layoffs, requiring longer notice, adding recipients, or providing different penalties. Whether any rule applies depends on the employer, worksite, headcount, event type, and timing. For what a notice means, see the WARN notice guide.
Find your state
Fully published states link to a detailed, source-verified page. Others show “research in progress” while we verify each state's rules against official sources — we don't publish a state page until its material facts are sourced.
Showing 51 of 51 jurisdictions.
- AlabamaFederal WARN only
Notice: 60 days
No separate Alabama mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - AlaskaFederal WARN only
Notice: 60 days
No separate Alaska mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - ArizonaFederal WARN only
Notice: 60 days
No separate Arizona mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - ArkansasFederal WARN only
Notice: 60 days
No separate Arkansas mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - CaliforniaState mini-WARN law
Notice: 60 days
A “covered establishment” that employs, or employed in the preceding 12 months, 75 or more full- and part-time employees.
Verified Sep 22, 2026Details - ColoradoFederal WARN only
Notice: 60 days
No separate Colorado mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - ConnecticutFederal WARN only
Notice: 60 days
No separate Connecticut mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Sep 22, 2026Details - DelawareState mini-WARN law
Notice: 60 days
Any business enterprise with 100 or more employees, excluding part-time employees, or 100 or more employees who in the aggregate work at least 2,000 hours per week (19 Del. C. § 1903). Government employers are excluded.
Verified Sep 22, 2026Details - District of ColumbiaFederal WARN only
Notice: 60 days
No separate District of Columbia mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - FloridaFederal WARN only
Notice: 60 days
No separate Florida mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - GeorgiaFederal WARN only
Notice: 60 days
No separate Georgia mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - HawaiiState mini-WARN law
Notice: 60 days
An employer with a “covered establishment” — an industrial, commercial or other business entity that employed 50 or more persons at any time in the preceding 12 months (HRS § 394B-2).
Verified Sep 22, 2026Details - IdahoFederal WARN only
Notice: 60 days
No separate Idaho mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - IllinoisState mini-WARN law
Notice: 60 days
Employers with 75 or more full-time employees (a lower threshold than federal WARN's 100).
Verified Sep 22, 2026Details - IndianaFederal WARN only
Notice: 60 days
No separate Indiana mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - IowaState mini-WARN law
Notice: 30 days
Employers with 25 or more employees (excluding part-time employees) — a lower threshold than federal WARN's 100.
Verified Sep 22, 2026Details - KansasFederal WARN only
Notice: 60 days
No separate Kansas mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - KentuckyFederal WARN only
Notice: 60 days
No separate Kentucky mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - LouisianaFederal WARN only
Notice: 60 days
No separate Louisiana mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - MaineState mini-WARN law
Notice: 90 days
A “covered establishment” — any facility that employs or has employed 100 or more persons at any time in the preceding 12 months (26 M.R.S. § 625-B(1)(A)).
Verified Sep 22, 2026Details - MarylandState mini-WARN law
Notice: 60 days
Employers with 50 or more individuals.
Verified Jul 24, 2026Details - MassachusettsFederal WARN only
Notice: 60 days
No separate Massachusetts mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - MichiganFederal WARN only
Notice: 60 days
No separate Michigan mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - MinnesotaFederal WARN only
Notice: 60 days
No separate Minnesota mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - MississippiFederal WARN only
Notice: 60 days
No separate Mississippi mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - MissouriFederal WARN only
Notice: 60 days
No separate Missouri mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - MontanaFederal WARN only
Notice: 60 days
No separate Montana mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - NebraskaState mini-WARN law
Notice: 90 days
Employers with 100 or more employees, excluding part-time employees (LB 921, § 2(4)).
Verified Sep 22, 2026Details - NevadaFederal WARN only
Notice: 60 days
No separate Nevada mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - New HampshireState mini-WARN law
Notice: 60 days
Any business enterprise that employs in New Hampshire 100 or more employees, excluding part-time employees, or 100 or more employees who in the aggregate work at least 3,000 hours per week (RSA 275-F:2).
Verified Sep 22, 2026Details - New JerseyState mini-WARN law
Notice: 90 days
Employers with 100 or more employees (part-time employees are counted).
Verified Sep 22, 2026Details - New MexicoFederal WARN only
Notice: 60 days
No separate New Mexico mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - New YorkState mini-WARN law
Notice: 90 days
Private employers with 50 or more full-time employees in New York State.
Verified Sep 22, 2026Details - North CarolinaFederal WARN only
Notice: 60 days
No separate North Carolina mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - North DakotaLimited state rule
Notice: See page
Federal WARN (100+ employees) governs advance notice to employees. Separately, North Dakota requires an employer to file a mass-separation notice with Job Service North Dakota when it lays off 25 or more workers at a single establishment — a reporting requirement, not an advance-notice mini-WARN.
Verified Jul 24, 2026Details - OhioState mini-WARN law
Notice: 60 days
An employer that employs 100 or more employees who in the aggregate work at least 4,000 hours a week (Ohio Rev. Code § 4113.31(C)(1)).
Verified Sep 22, 2026Details - OklahomaFederal WARN only
Notice: 60 days
No separate Oklahoma mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - OregonFederal WARN only
Notice: 60 days
No separate Oregon mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - PennsylvaniaFederal WARN only
Notice: 60 days
No separate Pennsylvania mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - Rhode IslandFederal WARN only
Notice: 60 days
No separate Rhode Island mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - South CarolinaFederal WARN only
Notice: 60 days
No separate South Carolina mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - South DakotaFederal WARN only
Notice: 60 days
No separate South Dakota mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - TennesseeState mini-WARN law
Notice: See page
Employers with at least 50 but not more than 99 full-time employees within Tennessee (Tenn. Code Ann. § 50-1-601), filling the gap below federal WARN's 100-employee coverage.
Verified Aug 25, 2026Details - TexasFederal WARN only
Notice: 60 days
No separate general Texas mini-WARN law was identified through the current official state sources reviewed. Federal WARN generally applies to employers with 100 or more full-time employees.
Verified Jul 24, 2026Details - UtahFederal WARN only
Notice: 60 days
No separate Utah mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - VermontState mini-WARN law
Notice: 45 days
Employers with 50 or more full-time employees, or 50 or more part-time employees who each work at least 1,040 hours a year, or a combination of the two (21 V.S.A. § 411(5)) — half federal WARN's 100-employee threshold.
Verified Sep 22, 2026Details - VirginiaFederal WARN only
Notice: 60 days
No separate Virginia mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - WashingtonState mini-WARN law
Notice: 60 days
Employers with 50 or more employees in Washington, excluding part-time employees (RCW 49.45.010). The covered event is a business closing or mass layoff causing an employment loss for 50 or more employees.
Verified Sep 22, 2026Details - West VirginiaFederal WARN only
Notice: 60 days
No separate West Virginia mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details - WisconsinState mini-WARN law
Notice: 60 days
Employers that employ 50 or more persons in Wisconsin.
Verified Sep 22, 2026Details - WyomingFederal WARN only
Notice: 60 days
No separate Wyoming mini-WARN law was identified in the official state sources reviewed, so federal WARN is the operative rule — generally employers with 100 or more employees.
Verified Jul 24, 2026Details
How this is built & kept current
Each published state is verified against official government sources (state statute/agency plus the U.S. DOL for the federal baseline), with a last-verified date shown on the page and beside each source. Where a specific figure couldn't be confirmed this pass, the page says “verify” rather than asserting it. Filing tables are collected directly from state agencies and only published where the data clears a completeness check, so a state either shows a full table or none. WARN rules change with legislation, so always confirm the current rule and your situation with the state agency.
Related
Educational only, not legal advice, and LayoffNext is not a law firm. WARN coverage, notice, and remedies depend on the employer, worksite, headcount, event, timing, and current law, which can change. Verify with the official sources on each state page and consult a qualified attorney about your situation. See our full disclaimer.
Deepak Middha is the founder of LayoffNext and a Chartered Accountant (ICAI, India). A U.S. immigrant with nearly 20 years of experience — and 17 years in hedge fund and private equity administration, including as Vice President of Fund Accounting at NAV Fund Administration Group and Associate Director of Private Equity and Real Estate at SS&C Technologies — he builds free, plain-language layoff tools and guides for employees, H-1B workers, and immigrant families.