Compliance Stuff

On October 1, 2025, Governor Gavin Newsom signed legislation ( Senate Bill (SB) 617 ) that requires employers to include additional information in their notice for mass layoffs, terminations, and relocations under the California Worker Adjustment and Retraining Notification (Cal-WARN) Act. Quick Hits California Governor Newsom signed Senate Bill 617 on October 1, 2025, requiring employers to include additional information in their Cal-WARN notices for mass layoffs, terminations, and relocations. Starting January 1, 2026, Cal-WARN notices must disclose whether employers plan to coordinate services, such as a rapid response orientation, through the local workforce development board or another entity, and include specific contact information and descriptions of available services. Employers may want to update their Cal-WARN notice templates to ensure compliance with the new requirements to avoid potential legal issues. Cal-WARN prohibits employers, with certain exceptions, from institutin...

California employers across industries have been forced to make difficult decisions concerning staffing levels and the need for workforce reductions in recent months. Layoffs, facility closures, and employee relocations can potentially trigger an employer’s duty to give employees advance notice of a layoff or certain other workplace events. A failure to give notice may expose employers to liability – and recent legal developments make it essential for California employers to understand their obligations. What should you do to determine whether your company is covered by Cal-WARN and how can you comply? Background Notice may be required under both the federal Worker Adjustment and Retraining Notification Act (WARN Act) and the California WARN Act. Both federal WARN and Cal-WARN require employers to give at least 60 days’ advance notice to employees for qualifying facility closures and layoffs. However, the laws differ in determining who qualifies as a “covered employer” that must give ...