Go Beyond WARN

When a significant layoff announcement hits the news, reporters, commentators, and "armchair lawyers" weigh in on whether the company laying off complies with WARN (Worker Adjustment and Retraining Notification) requirements. Compliance with WARN laws is an essential legal requirement. Still, more is needed to ensure that when layoffs occur, they happen responsibly. WARN laws, passed in 1988, were designed to provide employees with advance notice in case of large-scale layoffs or plant closures and to allow state agencies time to prepare for the number of people out of work. The minimum legal threshold is a far cry from what it takes to conduct a layoff in a fair, compassionate, and ethically sound way.

Forty percent of workers have experienced a layoff in the last several years. Seventy percent of workers believe that layoffs will impact them or a person close to them in the next few years, and 'layoff anxiety' has entered the lexicon. Layoffs are as real as in the 1980s, but they are different, and the best practices going into 2025 are far beyond the threshold of WARN compliance.

?Empathy should be a guiding principle for companies beyond legal notice requirements. Understanding the emotional and financial impact on employees is crucial in handling layoffs responsibly.

How a company manages a layoff can make a difference in how it may impact its Employer reputation, negative social media posts, or turns into a story picked up by the news cycle. The remaining staff's morale and turnover are also at risk with a layoff that only meets the basics of WARN legal requirements.

?WARN compliance is necessary, but it's just the starting point. Layoffs, when necessary, must be approached with a comprehensive strategy that includes care, respect, and a focus on helping affected employees effectively while maintaining the business's culture and reputation.

Share your layoff story. Your experience as a leaving employee, remaining employee, manager, or HR professional can provide valuable insights and support to others in similar situations.

?If you are an HR professional who would be interested in having a conversation about your current layoff management strategy, reach out to me today at [email protected].

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