What Employers Should Know About New CAL-Warn Notice Requirements (January 1, 2026)
Recently, California Governor Gavin Newsom signed a bill that expanded employer obligations under the California Warn Act (CAL-Warn). Employers should be aware that they may be subject to additional notice requirements starting on January 1, 2026. Here, our California employment attorney provides an overview of the key things businesses and organizations should know about the new CAL-Warn Act notice requirements.
Background: An Overview of the CAL-Warn Act
The California Worker Adjustment and Retraining Notification (Cal-WARN) Act requires certain employers to give 60 days’ written notice before conducting mass layoffs, relocations, or terminations. It applies to most businesses with 75 or more full- or part-time employees. The law, which is a bit more comprehensive than its federal counterpart, is focused on giving workers and local communities time to prepare for job loss and connect with retraining or support services.
A Significant Change: New Requirements for Employers
Starting on January 1 2026, Cal-WARN notices must include several new elements beyond the standard 60-day advance notice. Here is an overview of key things employers should know:
- Employers must specify whether they plan to coordinate job placement or retraining services through a local workforce development board or another provider;
- Employers must include accurate contact information for that board and a description of the rapid response services offered to affected employees, such as job search help and resume workshops;
- Employers must also provide information about the CalFresh food assistance program, including how workers can apply; and
- Employers must include an employer contact name, phone number, and email address to ensure employees can reach someone directly.
Takeaway: Employers that are covered by CAL-Warn are still subject to the same notice deadline as they were under the previous version of the law. However, when 2026 arrives, employers that conduct a “mass layoff” will be required to provide the aforementioned information.
The Cal-WARN Act applies to industrial and commercial facilities in California that have employed at least 75 people within the past 12 months. Covered employers must issue written notice before a mass layoff affecting 50 or more employees, a closure, or a relocation more than 100 miles away. The new disclosure requirements apply to any notice given on or after January 1, 2026. In other words, employers planning workforce reductions next year must begin updating their internal procedures and templates now. Failure to provide the proper notice can expose a company to serious financial penalties, potentially even back pay to affected workers. An experienced California employment lawyer can help you navigate the requirements of the law.
Call Our California Employment Lawyer Today
At Sloat Law Group, APC, our California employment law attorney has the knowledge and experience that employers can rely on. If you have any questions about the new CAL-Warn Act notice requirements, please do not hesitate to contact us today. We work with employers in the Coachella Valley, Riverside County, and throughout all of California.
Source:
edd.ca.gov/en/jobs_and_training/Layoff_Services_WARN/
