California has once again expanded its employee-protection framework — this time by broadening the content employers must include in the state's Worker Adjustment and Retraining Notification (WARN) notices.
Effective Jan. 1, 2026, employers must include new disclosures in notices issued under the Cal-WARN Act. Senate Bill (SB) 617 amends Labor Code § 1401 to add specific informational requirements for employers conducting a mass layoff, relocation or termination at a covered establishment.
Key Changes
1. Coordination with Workforce Development Boards
Employers must state in their Cal-WARN notices whether they plan to coordinate “rapid-response” services through the local workforce development board, another entity, or not at all. Regardless of the choice, the notice must list the board’s contact information and include standardized language describing available job-placement and retraining services. If coordination is planned, those services must be arranged within 30 days after the employer issues the 60-day Cal-WARN notice.
2. CalFresh Information
Each notice must include a short description of the CalFresh food-assistance program, helpline and a link to the program’s website. This new requirement aims to connect laid-off workers with immediate nutrition support.
3. Employer Contact Details
Employers must provide a functioning email address and phone number in every Cal-WARN notice so that employees or agencies can reach a company representative.
4. Existing Scope...
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