WARN Act Violations
Many employees are unaware of their rights under the Worker Adjustment and Retraining Notification Act (WARN) of 1989, which requires many large employers to provide affected employees with at least 60 days’ notice in the event of mass layoffs or plant closings.
Do You Qualify? – 866-262-1553
If you suffered loss of employment without advance written notice from your employer, you may be entitled to back wages and benefits for a 60 day period. Contact us to learn more.
Baron and Budd has a wealth of experience fighting to protect employees’ legal rights. You can trust our employment lawyers to work tirelessly on your behalf to ensure your employer respects your rights and treats you fairly and in the manner that you deserve.
Read about Baron & Budd attorney, Allen Vaught, and his work to help oil field workers.
Read Our Press Releases Regarding the WARN Act
Frequently Asked Questions
Q: What types of employers are required to give notice for layoffs?
A: All private employers and many public and quasi-public entities with 100 or more employees are covered by the WARN Act. In the event of a plant closing or mass layoff (500 layoffs or 33% of the workforce), these employers are required to give 60 days’ notice to affected employees.
Q: Does the WARN Act apply in my state?
A: The WARN Act is a federal law that offers protections to employees in all states nationwide. Where mass layoffs or plant closing are large enough to be covered by WARN, it trumps state at-will or right to work laws.
Q: Does the WARN Act still apply in “at-will” or “right to work” states?
A: YES, the WARN Act does cover employees in at-will employment or “right to work” states like Texas and North Dakota. In this situation, federal law trumps state law, and all employers covered under the WARN Act are required to give advance written notice in connection with mass layoffs or plant closings.