Updated for 2026

California employers planning mass layoffs, relocations, or terminations must prepare for expanded notice requirements under the California WARN Act (Cal‑WARN) beginning January 1, 2026. These changes were enacted through Senate Bill 617 (SB 617), signed into law by Governor Gavin Newsom on October 1, 2025.

SB 617 does not change when a WARN notice is required. Instead, it significantly expands what information employers must include in a Cal‑WARN notice, with the goal of ensuring displaced workers receive clear, timely access to transition services and public assistance.

What Is SB 617?

Senate Bill 617 amends California Labor Code section 1401 as part of the California Worker Adjustment and Retraining Notification Act. The law enhances employer disclosure obligations when issuing WARN notices for qualifying employment losses.

The amendments apply to all Cal‑WARN notices issued on or after January 1, 2026, regardless of when the employer began planning the workforce reduction.

When Do the New California WARN Act Requirements Take Effect?

• Effective date: January 1, 2026
• Signed into law: October 1, 2025
• Applies to: All covered employers issuing Cal‑WARN notices on or after the effective date

Employers issuing notices before January 1, 2026 are not subject to the expanded content requirements.

Understanding the Enhanced Requirements

The amended legislation adds several critical elements to the information employers must provide when conducting mass layoffs, relocations, or terminations. These changes represent a significant shift in how companies communicate with affected workers during difficult transitions.

Under the updated law, employers must now disclose their intentions regarding service coordination. Specifically, companies must state whether they plan to work with the local workforce development board, collaborate with a different organization, or proceed without coordinating any transition services. This transparency requirement ensures employees understand what support mechanisms, if any, their employer will facilitate. SB 617 adds several mandatory disclosure elements that must be included in every Cal‑WARN notice.

Service Coordination Disclosure

Employers must state whether they intend to coordinate transition or rapid‑response services, and if so, with whom. The notice must specify whether the employer plans to:

• Coordinate services with the local workforce development board;
• Coordinate services with another organization; or
• Not coordinate any transition services.

This requirement applies even if the employer chooses not to offer or coordinate services.

Mandatory Resource Information

The legislation requires employers to provide specific contact details and resources regardless of their service coordination plans. Each notice must include functional email addresses and phone numbers for the local workforce development board, accompanied by standardized language explaining the services available. The required description informs workers that these boards and their partners assist with:

• Resume development
• Interview preparation
• Job searches
• Career training programs

These services are typically provided through America's Job Center of California locations.

CalFresh Food Assistance Information

Employers must now include information about CalFresh, California's food assistance program. The notice must contain:

• A description of the CalFresh program;
• The CalFresh benefits helpline phone number; and
• A link to the CalFresh website.

This requirement applies regardless of whether the employer coordinates any transition services.

Employer Contact Information

In addition to existing notice recipients, employers must include their own direct contact information, including:

• A working email address; and
• A telephone number where affected employees can obtain additional information.

Timeline and Service Coordination

When employers opt to coordinate transition services, they face a strict deadline. The law requires companies to arrange these services within 30 days from the date they issue the written notice. This timeframe ensures workers receive timely support during a critical period.

The existing 60-day advance notice requirement remains unchanged. Employers must continue providing written notification to affected employees, the Employment Development Department, local workforce development boards, and the chief elected officials of relevant city and county governments before implementing mass layoffs, relocations, or terminations.

Does SB 617 Change the 60‑Day WARN Notice Requirement?

No. SB 617 does not change the existing requirement that employers provide at least 60 days' advance written notice of a covered mass layoff, relocation, or termination.

Employers must still provide notice to:

• Affected employees (or their representatives);
• The California Employment Development Department (EDD);
• The local workforce development board; and
• The chief elected official of the city and county where the employment loss occurs.

SB 617 only expands the content of the notice, not the timing.

Implications for California Businesses

These amendments reflect California's ongoing commitment to protecting workers during employment transitions. California employee rights during termination are strengthened through these new disclosure requirements. By mandating disclosure of support services and food assistance programs, the state aims to help displaced workers navigate the challenging period following job loss more effectively.

Organizations contemplating mass layoffs or other significant workforce changes in California should begin preparing for these new requirements immediately. Companies need to establish processes for gathering required contact information, determining their service coordination approach, and ensuring compliance with the expanded notice provisions. The enhanced requirements apply to all employers subject to Cal-WARN, which covers businesses with specific numbers of employees conducting qualifying events.

Protecting Your Rights: Legal Help for WARN Act Violations

If your employer has failed to provide proper notice under the California WARN Act or has violated your rights during a mass layoff, relocation, or termination, you don't have to face this challenge alone. Employees who do not receive the required 60-day advance notice or who are denied the mandated information about transition services and assistance programs may be entitled to compensation.

Kingsley Szamet has dedicated the last 29 years to advocating for employees who have been victims of employment violations as well as wrongful termination in Los Angeles. With $300 million recovered in settlements and verdicts for clients, our firm has the experience and track record necessary to hold employers accountable when they fail to comply with California's worker protection laws. Contact us today for a free consultation to discuss your case and learn how we can protect your rights.

Frequently Asked Questions

Does SB 617 require employers to offer transition services?

No. SB 617 does not require employers to provide or fund transition services. However, employers must disclose whether they plan to coordinate such services.

Are employers required to include CalFresh information in every WARN notice?

Yes. CalFresh program information must be included in every Cal‑WARN notice issued on or after January 1, 2026.

Does SB 617 apply to temporary layoffs?

Cal‑WARN coverage depends on the nature and duration of the employment loss. SB 617 does not change those underlying rules but applies whenever a WARN notice is required.