The Worker Adjustment and Retraining Notification Act, or "WARN Act," protects employees by mandating advance notice of a mass layoff or plant closing.
Share your story with us. If you believe you’ve lost your job unlawfully, contact us today for a free and confidential consultation.
We will review your claim and tell you whether you are eligible to recover back pay and lost benefits. If your rights were violated, our team will work tirelessly to recover what's lawfully yours.
The WARN Act is a federal statute that requires companies with more than 100 employees to give notice to affected employees at least 60 days before a plant closing or mass layoff. If an employer doesn't give notice, the affected employees may be entitled to recover 60 days' worth of wages and benefits.
Possibly. While there are some exceptions to the federal WARN Act, those exceptions only apply in specific situations. In addition, several states have their own versions of the WARN Act that do not incorporate these exceptions (see our state-specific pages for further information) or may provide additional claims for compensation not afforded by the federal WARN Act. So you shouldn't just take your former employer's word for it—contact a member of our WARN Act Practice Group to discuss your individual case.
If we decide to take your WARN Act case, we will do so on a contingency basis. This means we won't ask you for money—we will only get paid if we obtain a recovery.
No. We can bring a WARN Act claim on behalf of you and all of the terminated employees through a class action, which allows one or a small number of people to represent those who have been similarly wronged. Once the court certifies the class, the case proceeds like any other civil case. At the end of the case, employees that were part of the class will be notified about the results obtained, and their legal rights.
We can still pursue a WARN Act claim on your behalf in bankruptcy. Indeed, many WARN Act cases are litigated in bankruptcy court and, in some situations, employee wages are entitled to preferential treatment over the claims of other creditors. However, you may not get the preference if no one is advocating on your behalf.
If you were laid off without warning from your employer, or believe you didn’t get sufficient warning, you should contact us so we can help you determine whether your employer has violated the WARN Act or other applicable laws. Our WARN Act team will patiently review your case with you to determine whether you are eligible to recover back pay and lost benefits under the WARN Act. Fill out the contact form, and we will do our best to help you during this difficult time in your life.