Free · federal + state rules · 2026

WARN Act Layoff Calculator

Find out if your employer was legally required to give you advance notice before a mass layoff, and calculate how much back pay you may be owed if they violated the law.

Quick 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.

If your state isn't listed, standard Federal WARN rules apply.

Your best estimate of full-time employees at the site, counted before the layoff. WARN thresholds are measured per location, not company-wide.

$
Advertisement

Data sourced from official state labor department websites and the US Department of Labor (dol.gov). Last updated: July 2026. Calculator results are estimates for informational purposes only. For disputes involving unpaid wages or wrongful termination, consult a licensed employment attorney in your state.

How we source this →

Frequently Asked 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 salary and benefits for every day they fell short of the 60-day notice requirement. Some states, like New Jersey, also require mandatory severance pay for violations.
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 full-time employees to give 60 days' advance written notice before a mass layoff or plant closing. It protects workers by ensuring they have time to find new jobs or retrain before losing income.
How much back pay can I get if my employer violated the WARN Act?
You are entitled to back pay and benefits for each day of insufficient notice, up to 60 days maximum (90 days in New York). 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. New Jersey adds mandatory severance on top of back pay.
Does the WARN Act apply if my company has fewer than 100 employees?
The federal WARN Act requires 100+ employees. However, several states have mini-WARN Acts with lower thresholds: California and Illinois apply to companies with 75+ employees, and New York applies to companies with 50+ employees. New Jersey's amended WARN Act applies to employers with 100+ employees but requires 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 Tools

Calculate your final paycheck deadline after a layoff →Check your severance pay calculation →See your state's overtime rights →

Read the guide behind this calculator