Compliance Stuff

On April 14, 2026, Nebraska Governor Jim Pillen signed into a new state-level Worker Adjustment and Retraining Notification (WARN) Act, which requires employers with one hundred or more employees to provide a ninety-day advance notice of mass layoffs and covered business closings. 0:00 8:52 Quick Hits A new law in Nebraska (Legislative Bill 921) requires employers with one hundred or more workers to provide notice at least ninety days before a mass layoff or business closing. The law stipulates certain information that must be included in the layoff notices and how the notices may be delivered. The law will take effect on July 18, 2026. Nebraska’s mini-WARN Act, enacted under Legislative Bill (LB) 921 , defines “mass layoff” as a “reduction in employment force that is not the result of a business closing and results in an employment loss at a single site of employment during any thirty-day period of one hundred or more employees,” not including part-time employees. A business closing ...

Artificial intelligence is no longer a theoretical disruption—it is actively reshaping how work gets done. Across industries, AI and automation are eliminating entire categories of jobs, from data entry and customer service to back-office processing and content generation. As these tools mature, employers are redesigning workflows, consolidating functions, and eliminating positions altogether. But employment laws haven’t changed alongside this technology. E mployers implementing AI-driven reductions in force (RIFs) must still comply with laws that apply to any other layoff—including federal and state anti-discrimination statutes, the Worker Adjustment and Retraining Notification (WARN) Act and its state counterparts, and the Older Workers Benefit Protection Act (OWBPA) . The sophistication of technology does not reduce the sophistication required of the surrounding legal process. An improperly handled RIF can expose employers to significant class and collective actions seeking back pay...

A recent analysis indicated that October 2025 saw the most workers included in reductions-in-force (RIFs) in a single month in more than twenty years , as employers cut roles attributed largely to the rise of artificial intelligence (AI) and its potential impact on the labor market. With RIFs apparently on the rise due to AI and other economic pressures, employers may want to consider their legal obligations before joining the trend. Quick Hits A new analysis indicated that October 2025 marked a significant increase in reductions in force, highlighting the legal complexities employers must navigate in compliance with federal and state regulations. As companies consider mass layoffs influenced mainly by the integration of AI, it is crucial to address potential discrimination claims and explore alternatives like voluntary separation plans to mitigate risks. Employers announced RIFs affecting more than 153,00 in October, a 175 percent increase from October 2024 and nearly triple the numbe...