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Common questions

Did my layoff get enough notice?

WARN Act Calculator

Check whether your employer had to give advance notice before a mass layoff, and estimate the back pay you may be owed if it did not.

  • Data updated
  • All 50 states + DC
  • Free, no signup
  • Runs in your browser

We use your state's mini-WARN rules where we have them, and the federal rules everywhere else.

Full-time employees at the site, counted before the layoff. WARN thresholds are measured per location, not company-wide.

Include yourself. Your best estimate is fine.

Were you given advance notice?
Were you offered a lump sum equal to 60 days of pay instead of working notice?
How are you paid?

Your WARN Act result

Enter your state, headcounts, notice, and pay to check coverage and back pay.

Your answer will show

  1. The answer in plain English
  2. How we calculated it, step by step
  3. The rule that applies where you work
  4. The official source and when we last checked it

Your calculation runs in your browser. No account needed.

Informational estimate, not legal, tax, or financial advice. Why?

This calculator uses the information you enter and publicly available government data. Real situations can involve employment contracts, company policy, collective bargaining agreements, and exceptions we can't see.

For advice about your specific situation, talk to a licensed employment attorney or your state labor department.

The short answer

The federal WARN Act requires employers with 100 or more employees to give 60 calendar days' written notice before a mass layoff or plant closing. If they don't, affected workers may be owed back pay and benefits for each day of missing notice, up to 60 days.

Several states have stricter "mini-WARN" laws with lower thresholds, for example California, New York, and New Jersey.

Example: back pay = daily pay × missing notice days. If your daily pay is $230 and you got 30 days' notice instead of 60, that's 30 missing days × $230 = $6,900 in estimated back pay.

Common questions

What happens if my employer didn't give 60 days notice before layoff?
If your employer violates the WARN Act, they are legally liable for "back pay", meaning they owe you your regular pay and benefits for each day they fell short of the 60-day notice requirement. Some states, such as Maine and New Jersey, also require severance pay for covered layoffs or closings.
What is the federal WARN Act and who does it protect?
The federal WARN Act (Worker Adjustment and Retraining Notification Act) requires employers with 100 or more employees, not counting part-time workers, to give 60 days' advance written notice before a covered mass layoff or plant closing. It protects workers by giving them time to find new jobs or retrain before losing income.
How much back pay can I get if my employer violated the WARN Act?
Under federal law, you can recover back pay and benefits for each day of insufficient notice, up to 60 days. The formula: divide your annual salary by 260 working days to get your daily rate, then multiply by the number of days of notice you were shortchanged. State laws can add remedies. For example, New Jersey requires severance of one week per full year of service, plus four more weeks if notice was short.
Does the WARN Act apply if my company has fewer than 100 employees?
The federal WARN Act requires 100+ employees. We track 12 state notice laws, and several have lower employer thresholds: 75+ employees in California and Illinois, 50+ employees in Hawaii, Maryland, New York, Washington, and Wisconsin, and 25+ employees in Iowa. Some states, including Maine, New Jersey, and New York, require 90 days' notice instead of 60. Use the calculator above to check your specific state.
What changed in California's WARN Act in 2026?
California's SB 617, effective January 1, 2026, added new disclosure requirements to Cal-WARN notices. Employers must now include a working phone and email for contact, information about California's CalFresh food assistance program, and a statement about whether the employer will coordinate with local workforce development boards. The 75-employee threshold and 60-day notice requirement remain unchanged.

Related calculators and rules

Read the guide behind this calculator