Unfortunately, the economic fallout of the COVID-19 pandemic is forcing employers to implement a range of cost-cutting measures — furloughs, temporary office and location closings, and layoffs. As employers continue to adjust operations during these extraordinary times, it is essential to remember the notice obligation under the federal Worker Adjustment and Retraining Notification, or WARN, Act and similar state mini-WARN Acts.

The federal WARN Act requires employers to provide 60 days’ advance notice to covered employees, unions and government officials prior to a plant closing, mass layoff or relocation at a single site of employment. State mini-WARN laws contain separate and distinct requirements from the federal WARN Act that are easy to overlook.

Click here to continue reading this informative Article including if your company is subject to WARN, mini-WARN statutes, a triggering event, exceptions to the WARN Act notice period, and immediate next steps for employers.

This Article originally appeared in Law360.