Your severance & WARN rights
The federal WARN Act requires most employers with 100+ staff to give 60 days' written noticebefore a mass layoff or plant closure. If they didn't, you may be owed back pay and benefits for the days of notice you should have received. Several states (CA, NY, NJ and others) have their own "mini-WARN" laws that go further.
Quick checklist
- Did you get written notice at least 60 days before your last day?
- Were you offered a severance agreement? Don't sign immediately.
- Does the agreement waive your right to sue? That's negotiable.
- Are unused PTO, bonuses or commissions being paid out?
- How long does your health insurance (COBRA) continue?
Talk to an employment lawyer — most offer a free review
If your notice was short, your severance feels low, or the agreement is confusing, a free consultation is worth it. Many employment attorneys work on contingency for WARN violations.
Find an employment lawyer near you →This is general information, not legal advice. Some links are partner links that support CanaryWhistle at no cost to you.
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