California employers implementing mass layoffs, relocations, or business closures in 2026 should be aware of updated notice requirements under Senate Bill 617 (SB 617). The law took effect January 1, 2026, and expands the information employers must include in notices issued under the California Worker Adjustment and Retraining Notification Act (Cal-WARN). The Cal-WARN Act generally requires employers with 75 or more employees to provide at least 60 days’ advance written notice before implementing a qualifying mass layoff, relocation of operations (100 miles or more), or termination of a covered establishment affecting 50 or more employees. While SB 617 does not change the 60-day notice requirement or when the law applies, it adds several disclosure requirements intended to help impacted employees more easily access workforce support services and public assistance programs.

Employers issuing WARN notices must now include additional information in their notices, including the following:

Workforce Support Coordination Disclosure

Employers must indicate whether they will coordinate transition services for affected employees through a Local Workforce Development Board (LWDB), another organization, or whether they do not plan to coordinate services with any outside entity.

Local Workforce Development Board Contact Information

WARN notices must include a working phone number and email address for the applicable LWDB, along with a statement describing the workforce assistance services available through the board and local career centers.

CalFresh Program Information

Notices must also provide information about CalFresh, California’s food assistance program. This must include a brief description of the program, the CalFresh benefits helpline, and the program website so that employees can quickly access potential benefits.

Employer Contact Information

Employers must include a functioning email address and telephone number so that affected employees and government agencies can request additional information regarding the workforce reduction.

If an employer elects to coordinate workforce services with an LWDB or another organization, those services must generally be arranged within 30 days after the WARN notice is issued.

Employers should review and update their WARN notice templates and workforce reduction procedures to ensure compliance with these expanded requirements. Careful planning and consultation with employment counsel can help reduce the risk of liability associated with incomplete or non-compliant WARN notices.

Stokes Wagner will continue to monitor updates and will provide additional updates as they become available. If you have any questions, do not hesitate to contact a Stokes Wagner attorney.

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THIS DOCUMENT PROVIDES A GENERAL SUMMARY AND IS FOR INFORMATIONAL/EDUCATIONAL PURPOSES ONLY. IT IS NOT INTENDED TO BE COMPREHENSIVE, NOR DOES IT CONSTITUTE LEGAL ADVICE. PLEASE CONSULT WITH COUNSEL BEFORE TAKING OR REFRAINING FROM TAKING ANY ACTION.