What SB 617 Means for Employees Facing Layoffs in 2026

The California WARN Act requires employers to provide reasonable notice to workers before mass layoffs. In January 2026, Senate Bill 617 went into effect. The bill expands the notifications employers must provide under the WARN Act. 

If you are facing a layoff in California in 2026, your employer must adhere to the new provisions under SB 617. Failure to do so could leave them liable for your damages. 

Here is what you need to know about SB 617. 

What Is SB 617? 

Governor Gavin Newsom signed Senate Bill 617 into law on October 1, 2025, and the bill went into effect on January 1, 2026. This bill requires employers to include new disclosures in their notifications of mass layoffs to employees. The bill was passed in an effort to provide employees with essential resources and information to move forward after an unexpected job loss. 

SB 617 does not remove any of the original provisions in the California WARN Act. Employers are still required to provide 60-day advance notice for any mass layoffs, terminations, or relocations, and meet other specific terms. It applies to all plant closures, layoffs of 50 or more workers within a 30-day window, and relocations of 100 miles or more. 

The bill simply expands the information they must provide as part of their communications to workers who are being laid off. 

New Requirements for Mass Layoffs Under SB 617

The bill imposes a few new requirements that employers in California must adhere to when notifying employees about mass terminations. These notifications must:

• Specifically state whether the employers will coordinate services for employees affected by the layoff. The notice must specify whether they will coordinate services through the local workforce development board (LWDB), another organization, or no organization. This means that even if the employer is not coordinating services, they must state as much in the notification. 
• Include the email and phone number for the applicable local workforce development board, along with a word-for-word statement about how LWDBs can help them.
• Contain information about CalFresh, California’s statewide food assistance program. This information should contain a description of CalFresh’s services, a link to the website, and the phone number for the benefits helpline.  
• List a working email address and phone number for the employer that workers and agencies can contact.

Finally, it dictates that employers who choose to coordinate services from an LWDB or another organization must arrange those services within 30 days of the notice. This ensures that employees have access to the resources or services they need promptly after a layoff or termination. 

What Employees Facing Layoffs Should Know About SB 617

If your employer has recently informed you that you will be impacted by a mass relocation or termination event, understanding the new requirements under SB 617 can help you ensure that your employer upholds your rights and follows them. 

Start by understanding whether the Cal-WARN notice requirements apply to you. The WARN Act applies to businesses that have employed 75 or more employees in the preceding 12 months. It specifically impacts workers whose jobs were terminated in large numbers or who were forced to relocate more than 100 miles to maintain those jobs. If the layoff is a singular event or only impacts a few workers, the WARN Act may not apply. 

If you believe Cal-WARN applies to your layoff event, look for the following information in your written notice to verify that your employer followed the new requirements:

• Details about whether or not your employer will coordinate services for you
• The contact information for the LWDB that applies to your area
• This specific statement: “Local Workforce Development Boards and their partners help laid-off workers find new jobs. Visit an America’s Job Center of California location near you. You can get help with your resume, practice interviewing, search for jobs, and more. You can also learn about training programs to help start a new career.”
• A description of CalFresh, the helpline phone number, and a link to the website
• Your employer’s contact information  

If any of this information is missing from your mass layoff notification, speak with a California employment attorney about your rights. Failing to provide this information could prevent you from accessing the resources you need to move forward from the layoff. 

You may be able to seek back-pay liability and civil penalties for damages related to this oversight. If you were fired due to illegal reasons, you may have the right to seek additional damages.  

How California Employment Attorneys Help Workers Protect Their Rights 

Workers in California enjoy a range of employment rights that are not standard in other states. However, workers need to understand their rights in order to uphold them. Working with California employment attorneys helps workers navigate issues like wage disputes, retaliation, discrimination, and wrongful termination.  It also ensures that their employers adhere to all relevant laws when conducting terminations and layoffs. 

Employees who are facing job loss, whether due to mass layoffs or unexpected termination, should consult California employment attorneys about their options moving forward. Legal guidance can help workers make informed decisions and avoid missing out on potential damages they could seek for employer oversights. 

Speak With an Attorney From D.Law About Your Rights Under SB 617

SB 617 may seem like a small addition to the requirements under the Cal-WARN Act, but it represents a significant responsibility for employers to communicate clearly and thoroughly with employees facing mass layoffs and terminations. If your employer has violated any of these new requirements after the January 1, 2026, effective date, you shouldn’t brush this oversight aside. Speak with an attorney about your rights and options moving forward. 

D.Law represents workers across California through rights violations. We can help you understand the requirements under SB 617 and determine your next steps if your employer violated this or other applicable components of Cal-WARN. 

Whether you need help understanding workers’ rights in an emergency or holding your employer liable for misconduct, contact D.Law today at 818-275-5799 for a consultation.