New CalWARN Requirements: What SB 617 Means for California Workers

On October 1, 2025, Governor Gavin Newsom approved Senate Bill (SB) 617, expanding the notice requirements under the California Worker Adjustment and Retraining Notification (CalWARN) Act. Starting January 1, 2026, employers in California will be required to provide additional details when issuing layoff or closure notices. Specifically, employers must state whether they will organize services for affected workers through the local workforce development board (LWDB) or another organization, or if they do not plan to do that at all. Keep reading to learn more!

What Does SB 617 Require?

Senate Bill 617 mandates California employers to clarify if they intend to coordinate services for employees who are laid off or who lose their jobs due to a closure through the LWDB, another entity, or if they won’t coordinate at all. According to the new law, even if an employer does not plan to coordinate services for affected employees, they must still include, in the notice;

• The relevant LWDB’s contact information
• A summary of the services the LWDB offers to employees

This new law aims to ensure that workers who lose their jobs through no fault of their own have timely access to training and reemployment resources, making it less hard for them to find new employment.

How CalWARN Differs From Federal WARN

Something crucial to note is that CalWARN has more extensive requirements compared to the federal version. Below are some of the differences;

• While the federal law applies to employers with at least 100 full-time workers, CalWARN applies to employers with as few as 75 employees, including part-time workers.
• CalWARN mandates that employers give 60 days’ advance notice in cases of plant closures, layoffs affecting 50 or more (without considering the overall workforce size), or relocations of operations more than 100 miles away, no matter how many workers are impacted. On the contrary, the federal law generally applies to shutdowns or mass layoffs of at least 50 employees, and in certain situations, only if those workers represent one-third of the staff at a single location.
• CalWARN requires employers to inform more local entities, including local city and county officials, and the LWDB. On the other hand, federal WARN has narrower requirements.

Additionally, CalWARN has fewer exceptions than federal WARN, making it tougher for employers to avoid compliance.

Why Does SB 617 Matter for Employees?

As a California worker, the new SB 617 enhances the safety net available to you during a job loss. By requiring employers to share information about LWDB services, you will be aware of where to seek job search help, retraining, and other transition help in case you lose your job. This added transparency can help reduce the stress and confusion that usually come after mass layoffs or relocations.

Protecting Your Legal Rights

If an employer does not comply with CalWARN, you may be eligible to claim back pay and benefits for up to sixty days of the violation period. If you believe an employer has violated your rights under CalWARN, document all the details of your situation and consult an experienced California employment attorney.

Contact a California Employment Lawyer

If you have questions about SB 617, CalWARN, or your other workplace rights, or if an employer has violated your rights, contact a California employment lawyer.