WARN Act and Job Search — How to Use the 60-Day Notice Period to Find Your Next Job

The WARN Act mandates that employers provide a 60-day notice before making significant workforce reductions, such as closing a plant or laying off a large number of workers. This 60-day notice period, which represents working time, offers an opportunity to utilize the downtime for preparing a job search. According to Layoff Atlas, as of November 2, 2026, there have been 680 WARN notices, affecting 65,051 workers in the 90-day window, with a significant number of workers in California and Washington.

During this notice period, employees are typically still employed and paid, often retaining benefits until the effective date, which can impact eligibility for unemployment benefits and severance. It is crucial to clarify the specifics of the notice, such as the last working day, pay through that date, and benefits termination date.

The notice period is not a definitive indicator of the final day of employment, as plans can change. Job seekers should gather necessary documents like pay stubs, benefits information, retirement plan details, and any severance offers during the first week. Understanding the employer's COBRA continuation options for health coverage is also essential.

Before signing any severance agreements, it is recommended to review them thoroughly, especially for those over 40 who have at least 21 days to consider such agreements. Rapid Response programs, offered by most states upon receiving a WARN filing, provide free services for job search assistance, unemployment filing, training options, and resume workshops.

These services should be utilized promptly, as workers still employed during the notice period have an advantage in applying, interviewing, and negotiating from a position of still having a job.