The California Worker Adjustment and Retraining Act (Cal/WARN Act) requires covered employers to provide 60 days’ written notice before a mass layoff, relocation, or termination (as defined). Notices must be provided to affected employees, the Employment Development Department (EDD), and local government officials. Prior law did not require employers to include details about workforce development services or public assistance programs.

Effective January 1, 2026, SB 617 expands the mandated content of Cal/WARN notices. Employers must now include:

• Whether they plan to coordinate services through a local workforce development board, another entity, or no entity.
• Contact information (email and phone) for the local workforce development board.
• A description of rapid response services, including job search assistance, resume help, and training opportunities.
• Information about CalFresh, including a benefits helpline and a link to the CalFresh website.
• A functioning email address and phone number for the employer.

If an employer chooses to coordinate services, those services must be arranged within 30 days of issuing the notice.

Key Takeaways for Employers

Update Your Cal/WARN Templates Immediately to Include the Newly Required Information

• Add required language about workforce development services and CalFresh.
• Include contact details for the local workforce development board and your company.

Plan for Coordination

• Decide whether to partner with a local workforce development board or another entity.
• If coordinating, schedule services within 30 days of notice issuance.

Train HR and Legal Teams

• Ensure staff understand the new requirements and timelines.
• Avoid incomplete notices as noncompliance can lead to penalties.

Contemplating a Lay-Off and Need Help Navigating WARN and Cal-WARN?

Cal-WARN and federal WARN Acts can be complicated even for those of us who regularly counsel in this area. If you are curious whether you are covered by either WARN Act, whether your lay-off plans trigger either WARN Act, and your obligations if you are covered, please reach out and we can help you navigate this challenging area of the law.

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