Layoffs are often thought of as strategic pruning – a way to reduce costs or perhaps to reimagine the workforce with the advent of AI and automation. However, in 2026, in California, reductions in force can lead to costly litigation and unintended issues with employee recruitment and retention, potentially negating anticipated cost savings and exacerbating the business issues that prompted the desire to “prune.”

Join CDF attorneys Todd Wulffson and Alessandra Whipple for a practical one-hour discussion on the key legal and strategic issues employers should consider when planning or implementing reductions in force. This program will address common compliance traps, documentation best practices, and steps employers can take to reduce litigation risk during difficult workforce transitions.

Topics will include:

• Planning and documenting reduction-in-force decisions
• AI, automation, and workforce restructuring considerations
• Retention agreements and selection criteria
• Layoff communications and implementation considerations
• Severance agreements and release language
• OWBPA requirements for employees age 40 and over
• California and federal WARN Act considerations
• Practical steps to reduce claims and to strengthen defensibility

This program is designed for employers, HR professionals, and in-house counsel seeking practical guidance on managing workforce reductions while minimizing legal risk.

Credit: 1 hour HRCI, SHRM, and CA MCLE credit pending.

Read Full Story: https://news.google.com/rss/articles/CBMixgFBVV95cUxNQjI2djhTc0ZCZzdBMWFHSXFY...