Warn Notices Florida: Everything You Need To Know

Warn Notices Florida

An important piece of law in Florida that attempts to protect the interests of workers, their families, and local communities during periods of major workforce changes, such as plant closings and mass layoffs, is the Worker Adjustment and Retraining Notification (WARN) Act. An overview of the Florida WARN notices, their main features, and how they are applied to guarantee adherence and safeguard workers’ rights is provided in this article.

What is the WARN Notice of Florida?

Florida’s WARN Act safeguards workers who are affected by layoffs or plant closures. In Florida, employers are required to notify staff members in advance of any upcoming closures or layoffs. The purpose of this notification is to give workers enough time to look into other job opportunities. The Fair Labor Standards Act (FLSA) sets minimum wage, overtime, and unemployment benefits rules separately from the WARN Act. The Florida Family and Medical Leave Act (FMLA) should not be confused with the FLSA.

Does Florida’s Warn Act Apply?

There isn’t a state-level WARN Act in more than half of the states, including Florida. This does not, however, imply that Floridians have no safeguards. Florida employees are still subject to federal WARN Act regulations. State law mandates employers to issue WARN warnings to employees, detailing planned layoffs, factory closures, and the number of affected workers.

Florida, among other states, has its laws and restrictions governed by “mini-WARN Acts” in addition to the federal WARN Act. California, New York, New Jersey, Illinois, and other states are among them.

Florida WARN Notice

Florida mandates employees to provide 60 days’ notice through WARN notices for layoffs or factory closures. Notification is provided to union leaders rather than specific employees when union workers are engaged. The notice, despite not having a specific format, must be written and provide crucial information, such as the location and date of any closures or layoffs. The action’s reasons, whether temporary or permanent, job titles affected, unions involved, employee numbers, and contact details are all discussed.

How the Warn Act Is Adopted in Florida

Without a state-specific version of the act, Florida follows the federal rules outlined in the WARN Act guidelines. The Act mandates companies employing 100 or more people, excluding part-timers and individuals with less than six months of work in the previous 12 months. They must publish WARN warnings outlining any upcoming factory closings or mass layoffs, along with the number of employees who will be impacted.

A crucial element of the Act’s execution in Florida is the obligatory 60-day notification period before notable job terminations. The clause ensures workers’ protection by allowing sufficient time for preparation for the changeover. It includes seeking alternative work or receiving retraining notifications for various tasks.

Important WARN Notice Features in Florida

Florida’s WARN Act mandates that comprehensive notices must be submitted to the State of Florida, union representatives. And employees at least sixty days before the last day of employment. These WARN notifications are not merely a job loss or facility closing statement. They have to include comprehensive details, such as:

  • The job site address and name
  • The cause of the factory closure or widespread layoffs 
  • The anticipated start date of the first divorce
  • The expected timeline for more separations

The WARN notice should detail bumping rights, union representation, and contact information for the corporate official for further inquiries. Written notices that are explicit, unconditional, and sent within the allotted time frame are required. The employment action is only valid if it is a concrete circumstance that takes effect within 60 days.

Warn Notices Florida: Prolonged Layoffs

An extended layoff occurs when job losses exceed the 90-day threshold for plant closure or mass layoff. The statement suggests that if a group of laid-off employees reaches the threshold level within 90 days. Each group can still receive notice individually. They may still be subject to a WARN notice.

Furthermore, the WARN Act mandates notice obligations for temporary mass layoffs in Florida lasting over six months. This clause ensures that companies cannot avoid their Act-related responsibilities by calling layoffs “temporary” when they would probably last longer.

Parties Informed of Warn Warnings

WARN warnings in Florida are required by the WARN Act to be sent to:

The State Rapid Response Coordinator, top elected official of the local government, is working with affected workers and labor unions.

This guarantees that everyone who needs to know about the upcoming changes is notified well in advance.

Written WARN warnings should be provided to the chief elected official of the affected employees’ exclusive representative or bargaining agency. Employers in Florida may have to tell a larger group of workers when seniority systems or bumping rights are in place, but they should make a sincere attempt to identify and contact the employees who will be directly impacted.


What Does the Warning Code Mean?

§ 639.2 What is needed for WARN? Employers are required by WARN to provide affected workers with at least sixty days’ notice of an impending plant closure or mass layoff.

How Do Businesses Avoid Being Sent Warn Notices?

The statute does not provide for any substitute notification requirements, such as payment. Although it is technically against WARN law for an employer to pay employees for 60 calendar days without providing them with the required notice, paying employees in lieu of providing a notice could still be an option.

What is Ohio’s WARN Act?

The WARN Act of Ohio protects employees who may be laid off or have their plants closed. In Ohio, it is required of employers to notify workers in advance of any upcoming closures or layoffs.


In Florida, navigating the intricacies of the WARN Act can be extremely difficult for companies and employees alike. On the other hand, a thorough comprehension of the Act’s clauses, conditions, and exclusions might facilitate and lessen the anxiety of the procedure. This article has covered every important detail regarding WARN notices in Florida, from when they are needed and what information they must include to comprehending the enforcement procedure and the fines for non-compliance. With this understanding, whether you’re a business preparing to reduce staff or an employee facing a layoff, you’re now well-equipped to negotiate the world of WARN notices.

When Florida Issues WARN Notifications

WARN Act notices must be given by employers in the following situations:

WARN warnings are not always issued in Florida in response to small changes in employment. Rather, they apply in certain situations, such as when a plant closes and affects fifty or more workers for a minimum of thirty days. WARN notices are also required for mass layoffs that cause 500 or more people to lose their jobs over 30 days.

When 50–499 hourly and salaried workers—representing at least 33% of the workforce—are involved in smaller-scale layoffs, WARN letters must be given. In addition, WARN letters must be sent out for prolonged layoffs where the total job loss for certain worker groups hits a certain threshold at any point over 90 days.

Plant Shutdowns

According to the WARN Act, a plant closing in Florida is the closing of a location of employment that causes 50 or more workers to lose their jobs over the course of 30 days. To stay out of trouble, employers need to be aware of this concept and the responsibilities that go along with it.

Large-Scale Layoffs

In Florida, mass layoffs also result in WARN notices. Yet not all layoffs meet the definition of a “mass layoff.” A mass layoff, as defined by the WARN Act, is an employment loss that affects 500 employees or more, or between 50 and 499 people if that amount represents a probable loss of at least 33% of the employer’s full-time, active workforce.

Without having to meet any percentage requirements of the workforce, a WARN notice is required when a mass layoff involves 500 or more employees. When calculating whether a mass layoff has achieved the thresholds that result in a WARN notice, part-time employees are not included in the calculation.

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