WARN Act and Your Job Search: How to Use the 60-Day Notice Period

The WARN Act requires employers to provide 60 days of written notice before closing a plant or laying off a large number of workers. This notice period provides a valuable opportunity for laid-off employees to search for new employment. While the notice period may seem like a waiting room, it is actually a significant head start in the job search process.

During this two-month window, employees still have a paycheck, a job title, and access to the employer's systems and contacts. It is the best job-search advantage most laid-off workers will ever have. However, the most common mistake after a WARN notice is waiting to start searching for a new job. Many workers believe they will begin their search after the last day, once all paperwork is completed.

This approach misses out on the benefits of the notice period, such as access to internal directories, referrals from colleagues, work samples on company systems, and the fact that the employee is still employed and viewed favorably by hiring managers.

To make the most of the 60-day notice period, start job searching in the first week. Update your resume while your accomplishments are fresh and work samples are still accessible. Save copies of performance reviews, pay stubs, and any written praise immediately, as these documents will be needed for applications, unemployment claims, and reference requests later.

Register with your state's workforce agency early, as they often provide free services like job fairs, resume workshops, retraining funds, and on-site help at your workplace. These resources are most useful while you are still employed, allowing you to attend sessions and plan your job search rather than scrambling later. File for unemployment on the timeline your state requires, usually in the week your pay stops, not before.

Understand the rules for severance pay in advance, as the treatment of lump-sum severance versus salary continuation can differ depending on the state.

Protect your references before your last day by asking for their contact information and requesting a short written recommendation. Get this information in writing before the closure occurs, as managers are more likely to serve as references while they are still reachable. Review the severance agreement carefully, using the review period to make informed decisions without letting it consume your entire job search.

Pay attention to non-compete clauses and reference-related clauses, and seek legal advice if any provisions are unclear.

Keep all relevant documents organized in one folder, both digital and printed. This includes the WARN notice, severance agreement, benefit letters, and final pay records. These documents will be essential for unemployment claims, tax filing, COBRA decisions, and addressing any future disputes about promised benefits. While a layoff is undoubtedly painful, the WARN Act's 60-day notice period exists to give workers the time they need to successfully transition to a new job, rather than falling off a financial cliff.

Workers who utilize the notice period effectively leave their last day with momentum, while those who wait leave with paperwork and uncertainty.