SEIU Vote Approved for Pittsburgh Hospital Nurses: Implications for HR Compliance

Navigating Washington’s Mini WARN Act: Essential Insights for HR Compliance

Update Understanding Washington’s Mini WARN Act: What Employers Need to Know Washington’s new legislation, the Securing Timely Notification and Benefits for Laid-Off Employees Act, commonly referred to as the mini WARN Act, has significant implications for employers with 50 or more full-time employees. Effective from July 27, 2025, this law mandates that employers provide a full 60 days’ written notice prior to any mass layoffs or business closures. Unlike federal regulations, it expands the definitions of mass layoffs and closures, ensuring that a wider range of employee separations falls under its purview. Defining Mass Layoffs and Business Closures The Act defines a mass layoff as any situation that results in the loss of 50 or more employees not tied to a business closure. Notably, this definition is broader than that found in the federal WARN Act, which limits the scope to a single location. This change aims to enhance job security and reduce the sudden economic impact on communities. Critical Notice Requirements Before proceeding with mass layoffs or a business closure, employers are required to submit written notices not only to affected employees but also to the Washington Employment Security Department. These notices must detail crucial information, including the location of layoffs, contact details for company officials, and a list of affected job titles. Penalties for Non-Compliance Employers failing to adhere to the notice requirements face hefty penalties. Each affected employee could claim up to 60 days of back pay and benefits, with civil fines of up to $500 per day for unreported layoffs, underscoring the law’s intent to promote compliance and protect workers. Next Steps for a Compliant Workforce For HR compliance officers and corporate policy writers in Washington, aligning organizational policies with this new legislation is critical. Reviewing and updating reduction-in-force procedures should be a top priority to ensure compliance with the mini WARN Act. Staying ahead of labor laws not only facilitates smoother transitions but also supports employee morale and community trust. As the workforce landscape continues to evolve, being knowledgeable about employment regulations and labor laws is essential for maintaining compliance and fostering a fair workplace environment.