Highlights
Impacted Employers:California employers with 75 or more employees at a covered establishment.
Effective Date:Jan. 1, 2026
Summary:Covered employers must include additional information in a notice that is required before they may order a mass layoff, relocation, or termination at a covered establishment.
Next Steps:Review notice procedures for mass layoffs and other covered actions for compliance with the new law.
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The Details
Background
The California Worker Adjustment and Retraining Notification (CalWARN) Act requires that before an employer with 75 or more employees orders a mass layoff, relocation, or termination at a covered establishment, they must, at least 60 days before the order takes effect, give written notice to:
- The employees of the covered establishment affected by the order; and
- The California Employment Development Department, the local workforce development board (LWDB), and the chief elected official of each city and county government within which the mass layoff, relocation, or termination occurs.
Under the CalWARN Act, notices are required from covered employers for mass layoffs of 50 or more employees within a 30-day period, relocations of at least 100 miles affecting any amount of employees, and closures.
Senate Bill 617
Effective Jan.1, 2026, Senate Bill 617 requires that CalWARN Act notices indicate whether the employer plans to coordinate services through the LWDB, through a different entity, or not at all.
The law also requires that, regardless of whether an employer chooses to coordinate services through the LWDB or another entity, the employer must include in the CalWARN notice a functioning email and telephone number of the LWDB and the following description of the rapid response activities of the LWDB:
Local Workforce Development Boards and their partners help laid off workers find new jobs. Visit an America’s Job Center of California location near you. You can get help with your resume, practice interviewing, search for jobs, and more. You can also learn about training programs to help start a new career.
If an employer chooses to coordinate services with the LWDB or another entity, the employer must arrange the services within 30 days of the date of the notice.
Beginning January 1, 2026, covered employers must also include in the CalWARN notice a description of the statewide food assistance program CalFresh, the CalFresh benefits helpline, and a link to the CalFresh internet website.
The law also requires employers to include their email address and telephone number in the CalWARN notice.
Next Steps
Covered employers should review notice procedures for mass layoffs and other covered actions for compliance with the new law.