WARN Act and Outplacement Services: What Help Employers Must (and Don't Have To) Offer After a Layoff

When a WARN Act notice arrives, workers often wonder about the help their employer will provide to find their next job. However, the law does not require employers to offer outplacement services, which are career-transition services paid for by the employer. Outplacement can include resume assistance, interview coaching, job-search strategies, and networking guidance, and may last from a few weeks to several months.

It differs from severance pay, which is monetary, and unemployment benefits, which are state-funded. Employers can offer any combination of severance, outplacement, or unemployment benefits, or none at all.

The federal WARN Act only requires employers to give 60 days of written notice before a plant closing or mass layoff. This notice must include details about the affected site, whether the layoff is permanent or temporary, and when it is expected to happen. The 60-day notice allows workers time to plan, but it is up to contracts, company policy, and other laws to determine if and how much career help is provided.

Employers may offer outplacement voluntarily, as part of a severance agreement, through a union contract, or if their state's mini-WARN law mandates it. Regardless of whether the employer offers private outplacement, workers can still receive free assistance from the public workforce system. This system is triggered by the WARN notice and offers services such as job listings, resume workshops, career counseling, and training funding information through American Job Centers.

If you receive a WARN notice, promptly contact your state's dislocated worker unit or nearest American Job Center to access these resources.