In a move that aligns Washington with a growing number of states enhancing worker protections, Gov. Jay Inslee signed Senate Bill 5525 into law, establishing a mini-WARN Act that takes effect July 27, 2025.
The law introduces new obligations for employers planning large-scale layoffs, aiming to provide workers and communities with more time to prepare for job losses.
Key provisions of the mini-WARN law
- Who’s covered: Employers with 100 or more full-time employees
- Triggering events: Applies to mass layoffs involving 50 or more employees within a 30-day period, regardless of whether those employees represent a specific percentage of the workforce
- Notice requirements: Employers must provide at least 60 days’ advance written notice to:
- Affected employees
- Any unions representing those employees
- The Washington State Employment Security Department
- The chief elected official of the local government where the layoff occurs
Why it matters
Unlike the federal WARN Act, which only applies to layoffs affecting 33% of the workforce or 500+ employees, Washington’s mini-WARN law lowers the threshold and broadens the scope. This means more employers will be subject to advance notice requirements, even for smaller-scale reductions in force.
Compliance tips for employers
- Audit your workforce: Know if your head count meets the 100-employee threshold.
- Plan ahead: Build layoff planning timelines that include the 60-day notice period.
- Coordinate communications: Ensure your HR, legal and operations teams are aligned on notification procedures.
- Document everything: Keep records of notices sent and received to demonstrate compliance.
Looking ahead
Washington joins 13 other states with similar laws, signaling a national trend toward stronger layoff transparency. Employers operating in multiple states should review their reduction-in-force policies to ensure compliance across jurisdictions.
Review the bill here. The information provided here is intended for informational purposes only and should not be construed as legal advice. We strongly recommend consulting with a qualified legal professional for any legal advice pertaining to your company.