Free WARN screening tool
WARN Act Quick Check
Check which WARN notice requirements may apply to a planned workforce reduction. Enter your employee counts and planned reductions to review federal thresholds, the 90-day rule, and selected requirements in California, New York, Illinois, and New Jersey. Use the results to prepare your review with employment counsel before setting the timeline.
About this check
Read about WARN Act thresholds and state laws Reference reviewed
Start with the planned reduction Enter your company and worksite counts, then the largest number of qualifying employment losses in any 30-day and 90-day period. Takes about two minutes.
Employee counts and planned reductions
Remote employees and worksites
Your WARN screening results
Review with employment counsel
Email your results
Send yourself a copy of your calculation and inputs.
How the calculation works
Federal WARN coverage and thresholds
Federal WARN covers employers with 100 or more employees, not counting part-time employees, or 100 or more employees who together work at least 4,000 hours a week, not counting overtime. A qualifying plant closing involves at least 50 employment losses, not counting part-time employees, at a site or operating unit in 30 days. A qualifying mass layoff involves at least 500 employment losses at one site, or 50 to 499 losses representing at least 33% of the full-time workforce there. Covered events generally require 60 calendar days of written notice to affected employees or their representatives, the state dislocated worker unit, and the chief elected local official. Federal regulations at 20 CFR 639.7 specify what each notice must contain.
Show the threshold details
How the 90-day rule works
Federal WARN may count separate employment losses within 90 days together unless the employer shows they arise from separate and distinct causes. For example, three separate reductions of 20 employees each could total 60 employment losses within 90 days. Whether they count together depends on the applicable worksite and workforce tests. Use the highest 90-day total here. Use the toolkit to map individual reduction dates and overlapping 30-day and 90-day periods for a closer review.
State WARN requirements
State WARN laws may cover smaller employers, different types of reductions, or longer notice periods. This check includes California, New York, Illinois, and New Jersey. California: establishments that employed 75 or more in the preceding 12 months, 50 losses in 30 days, and a termination of operations or a relocation of 100 miles or more regardless of the number affected; SB 617 adds notice requirements from 1 January 2026. New York: 50-employee coverage, layoffs of 25 full-time employees at 33% of the site or 250 regardless, closings of 25 or more, certain relocations and cuts in hours, and 90-day notice. Illinois: 75-employee coverage, not counting part-time employees, layoffs of 25 full-time employees at 33% of the workforce or 250 regardless, and 50-person closings. New Jersey: 100 employees nationwide, 50 terminations statewide in 30 days, 90-day notice, and severance of one week of pay per full year of service. Maine also requires severance when a covered establishment closes or has a mass layoff. Each affected location may have state-specific definitions and exceptions that affect the notice requirement.
How remote employees are counted
A remote employee's assigned worksite can affect WARN calculations. New York's WARN regulations count remote employees who are based at the site. The screening results flag remote employee counts so you can review reporting relationships, assigned worksites, and the applicable federal and state rules with employment counsel.
Build your notice timeline
Lay out the dates and notice requirements
Map recent and planned employment losses by date. The toolkit compares overlapping 30-day and 90-day periods, shows federal and state screening results, calculates notice planning dates, and provides notice templates for review with employment counsel.
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Compare this estimate with your records to help plan your next step.