Nebraska WARN Act and Layoff Notice Requirements
Nebraska has its own layoff-notice law in addition to federal WARN. Here's who's covered, how much notice is required, the penalties, where to find official notices, and what employees should do.
Nebraska has its own layoff-notice law in addition to federal WARN. The state rule may cover smaller employers, smaller layoffs, longer notice, additional recipients, or different penalties. Whether it applies depends on the employer, worksite, number of affected employees, event type, and timing.
For Nebraska: Employers with 100 or more employees, excluding part-time employees (LB 921, § 2(4)). Covered events generally require 90 days' written notice before a covered business closing or mass layoff — 30 days longer than federal warn — to affected employees or their representatives and to the nebraska department of labor. the notice must also be posted in a conspicuous place in every language spoken by at least 5% of the workforce.
Nebraska WARN notices filed in the last 24 months
Collected directly from Nebraska Department of Labor. Each row is a notice the state published, not an estimate — search it by employer to see whether your own company has filed.
Nebraska publishes few WARN notices.This is the state's complete published record for the period — 21 notices in 24 months — not a sample of a longer list. A layoff missing from it may simply have fallen below the federal WARN thresholds, which is common in a state this size.
21
9,934
20
26 Aug 2026
Showing all 21 filings
| Location | |||
|---|---|---|---|
| 26 Aug 2026 | Fortrex 0129 Madison | Madison | 91 |
| 26 Jun 2026 | Conduent | — | 2 |
| 26 Jun 2026 | Skylark Meats, LLC | Omaha | 218 |
| 22 May 2026 | WK Kellogg Co | Omaha | 451 |
| 18 May 2026 | Republic National Distributing Co | La Vista | 87 |
| 21 Jan 2026 | Tyson Extension - Lexington | Lexington | 294 |
| 26 Nov 2025 | Fortrex 0127 Lexington | Lexington | 139 |
| 21 Nov 2025 | Tyson - Lexington | Lexington | 3,212 |
| 30 Sep 2025 | ITC Federal | Lincoln | 192 |
| 19 Sep 2025 | Burlington Trailways | Omaha | 11 |
| 9 Sep 2025 | Neenah Foundry | Lincoln | 103 |
| 9 Sep 2025 | Safeway Store 2563 | Chadron | 49 |
| 10 Jul 2025 | Eaton Corporation | Kearney | 219 |
| 30 Jun 2025 | Federal Express Corporation | Omaha | 102 |
| 17 Jun 2025 | Hyatt Corporation | Omaha/Remote | 286 |
| 19 May 2025 | CommuteAir LLC | Lincoln | 100 |
| 14 May 2025 | Accenture | Omaha | 85 |
| 12 May 2025 | Student Transportation of America (STA) | Omaha | 39 |
| 25 Apr 2025 | Accelerate360 Distribution, LLC | — | 13 |
| 26 Mar 2025 | United States Cellular Corporation (USCC) | Omaha, Papillion, Grand Island, and Remote Locations | 4,100 |
| 3 Dec 2024 | ITC Federal | Lincoln | 141 |
Source: Nebraska Department of Labor — official Nebraska WARN listing. Covers the last 24 months and is current to 26 Aug 2026. States revise and re-publish their listings, so treat this as a reliable index of what has been filed rather than a legal record — verify any specific notice against the official listing. This state does not classify notices as layoff or closure.
At a glance
Federal WARN vs Nebraska
The federal WARN Act is the nationwide baseline: it generally requires 60 days' written notice for a covered plant closing or mass layoff at employers with 100+ employees, with remedies of back pay and benefits enforced through the courts. Nebraska's state law can be broader — for example, Nebraska Worker Adjustment and Retraining Notification Act (LB 921 (2026), sections 1 to 6). The details below reflect the state rule.
Recent change: New in 2026: LB 921 was approved by the Governor on April 14, 2026, and its WARN sections became operative on the act's general effective date, three calendar months after the 2026 session adjourned. Check the date of your layoff against that start date.
Covered employers, events & thresholds
Covered employer: Employers with 100 or more employees, excluding part-time employees (LB 921, § 2(4)).
plant closing
A business closing — a permanent or temporary shutdown of a single site of employment, or of one or more facilities or operating units, causing an employment loss for 100 or more employees (excluding part-time employees).
mass layoff
A reduction in force, not the result of a business closing, causing an employment loss at a single site during any 30-day period for 100 or more employees (excluding part-time employees). Losses from two or more actions within 90 days are added together unless the employer shows separate and distinct causes.
Notice period: 90 days' written notice before a covered business closing or mass layoff — 30 days longer than federal WARN — to affected employees or their representatives and to the Nebraska Department of Labor. The notice must also be posted in a conspicuous place in every language spoken by at least 5% of the workforce.
Who must receive notice
Employees
- Affected employees or their representatives
Government
- Nebraska Department of Labor
Find official Nebraska WARN notices
The Nebraska Department of Labor (NDOL) publishes a WARN Listing on its Reemployment / Layoff Services pages. Open the NDOL WARN Listing and review the current entries for your employer.
Open the official NE WARN noticesYou can also track recent filings in the LayoffNext WARN Radar — then confirm details against the official NE source above.
Browse the NE notice list
Nebraska posts notices as a web page rather than a searchable database, so you are scanning rather than querying.
- 1Open the notices page and use your browser's find function (Ctrl+F or Cmd+F) on your employer's legal name.
- 2Check whether the page is split by year — older filings often move to a separate archive page that the find function will not reach.
- 3Compare the notice date against your own last day. A notice filed after you were told is a different situation from one filed weeks before.
- 4Save a copy of the entry, since these pages are edited in place.
Penalties & employee remedies
The Nebraska Department of Labor enforces the Act. An employer that violates the notice requirement is subject to a civil penalty of not more than $100 for each day of the violation, and that penalty is the exclusive remedy — the state Act gives employees no back pay. Where the employer is also covered by federal WARN, the federal back-pay remedy may still apply.
Civil penalty
Not more than $100 for each day of the violation; the Act makes this the exclusive remedy, and a court may not enjoin a closing or layoff (LB 921, § 5).
How to raise it
Contact the Nebraska Department of Labor about a missing or short notice. For back pay, check whether federal WARN applied — the Nebraska Act's only remedy is the civil penalty.
Major exceptions & special cases
- Faltering company — business closings only, not mass layoffs.
- Unforeseeable business circumstances and natural disaster — for both closings and mass layoffs.
- Strikes and lockouts not intended to evade the Act, and permanent replacement of economic strikers.
- The 90 days can be reduced day-for-day by severance or wages in lieu of notice paid for the work days in the notice period.
Remote workers
Coverage follows the single site of employment; remote-worker treatment can be fact-specific — verify with the Nebraska Department of Labor.
Temporary layoffs
Whether a temporary layoff or furlough triggers notice can depend on its expected length and the specific rule — verify with the agency for your situation.
What an employee should do in Nebraska
- 1Check the NDOL WARN Listing for your employer and the reported dates.
- 2Confirm your employer has 100 or more full-time employees and that 100 or more lost their jobs at your site within 30 days.
- 3Note the dates: Nebraska requires 90 days' notice, 30 more than federal WARN.
- 4If notice was short, contact the Nebraska Department of Labor — and check federal WARN, which is where a back-pay remedy lies.
Nebraska scenarios
A 120-person layoff with 70 days' notice
Facts: A Nebraska employer with 600 full-time employees lays off 120 at one site, with 70 days' notice, after the Act took effect.
That meets Nebraska's 100-employee mass-layoff trigger, so 90 days' notice was owed; 70 days satisfies federal WARN's 60 but not Nebraska's 90. The state remedy is a civil penalty of up to $100 a day, enforced by the Department of Labor, rather than back pay.
A 60-person layoff
Facts: A Nebraska employer with 300 employees lays off 60 at one site.
This is below Nebraska's 100-employee trigger, so the state Act does not apply. Whether federal WARN applies turns on its own tests — 50 to 499 employees must also be at least 33% of the site.
Nebraska WARN Act FAQ
Does Nebraska have a mini-WARN law?+
How much notice does Nebraska require?+
How is Nebraska's law different from federal WARN?+
What penalties apply under Nebraska's WARN Act?+
Where does Nebraska publish WARN notices?+
Nearby states
Nebraska unemploymentRelated
Sources & methodology
This page summarizes Nebraska's layoff-notice rules from official government sources and links to each. Coverage and outcomes depend on the employer, worksite, headcount, event, and timing, and rules can change. Where a specific figure wasn't confirmable this pass, the text says “verify.” Confirm the current rule with the agency and, where rights are at stake, an attorney.
- LB 921 (2026) — slip law, Nebraska Worker Adjustment and Retraining Notification Act — Nebraska LegislatureThe state statute / legal basis. · Last verified Sep 22, 2026
- WARN Listing (Layoffs and Downsizing) — Nebraska Department of LaborWhere official WARN notices are published. · Last verified Jul 24, 2026
- Reemployment Services (Rapid Response) — Nebraska Department of LaborOfficial agency guidance. · Last verified Jul 24, 2026
- Worker Adjustment and Retraining Notification Act (federal) — U.S. Department of LaborOfficial agency guidance. · Last verified Jul 24, 2026
Important disclaimer
This page is educational only and is not legal advice or representation, and LayoffNext is not a law firm. Whether WARN applies, and any remedies, depend on the employer, worksite, headcount, event type, timing, and the current law, which can change. Nothing here is a conclusion that an employer did or did not comply. Verify details with the official sources above 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.