The Fair Warning Act of 2025 would change federal rules for employers planning certain layoffs or workplace closings. It would generally require 90 days’ written notice to affected workers, worker representatives, labor and state agencies, and local officials. It would cover some employers with at least 50 employees or an annual payroll of at least $2 million. The bill also changes which workers count toward layoff thresholds, including some remote workers, and sets rules for temporary layoffs, worker support services, and enforcement. The proposal was introduced and referred to the House Committee on Education and Workforce; it has not been enacted.
If you work for a covered employer, the proposal could require notice before a qualifying layoff or closing. It would also require information about available benefits and services, such as unemployment compensation and training. Exceptions to the 90-day notice period would apply in certain circumstances. The proposal would also allow certain workers and public entities to bring enforcement cases.
The bill text does not provide a federal cost estimate. It would set potential employer liability for back pay, benefits, and liquidated damages, and allow civil penalties for certain violations.
No publicly available information.
No publicly available information.