If you are a California employer who has issued or plans to issue a Cal-WARN notice for a mass layoff, relocation, or termination of operations, your existing notice template may no longer be legally sufficient. Senate Bill 617, signed October 1, 2025 and effective January 1, 2026, amends California Labor Code Section 1401 to expand the required content of every Cal-WARN notice issued on or after that date.

The 60-day advance notice requirement has not changed. What changed is what that notice must say. Employers should review the enacted statutory text and any EDD guidance to confirm their templates meet the current requirements.

Who Is Covered

Cal-WARN applies to employers with 75 or more employees that conduct a qualifying mass layoff, relocation, or termination of operations. SB 617 does not change those thresholds or the triggers for coverage. It applies to every Cal-WARN notice issued on or after January 1, 2026, regardless of when the employer began planning the workforce reduction.

What SB 617 Adds to Required Notice Content

According to SB 617's enacted text and published summaries, the law expands the information employers must include in Cal-WARN notices. The expanded requirements are understood to include disclosures in the following areas, though employers should verify the precise statutory language and any implementing guidance to confirm the exact required elements as of January 1, 2026:

Service Coordination Disclosure

Employers are expected to disclose in the notice whether they intend to coordinate transition or rapid-response services for affected employees, and if so, with whom. This disclosure appears to be required even if the employer chooses not to offer or coordinate any services.

Local Workforce Development Board Contact Information

The notice is expected to include contact details for the local workforce development board along with information about the services available to displaced workers, including resources available through America's Job Center of California.

CalFresh Food Assistance Information

Every Cal-WARN notice issued on or after January 1, 2026 is expected to include information about CalFresh, California's food assistance program, including how affected employees can access that resource. This requirement appears to apply regardless of whether the employer coordinates any transition services.

Employer Direct Contact Information

The notice is expected to include a working email address and telephone number where affected employees can reach the employer directly for additional information.

Service Coordination Timeline

Published guidance suggests that if an employer states in its notice that it will coordinate transition services, the employer should arrange those services promptly following the notice date. Employers should confirm any specific statutory timelines and the legal implications of failing to follow through in the enacted text and applicable guidance.

Penalties for a Deficient Notice

Cal-WARN violations may carry significant remedies under existing law. Whether an omission in required notice content constitutes a violation and what remedies apply should be confirmed against the statutory text, applicable case law, and any agency guidance. A notice that is facially timely but omits required content may still be considered legally deficient. Employers should not assume that delivering a notice on time is sufficient if the content requirements are not met.

What to Do Now

• Pull your existing Cal-WARN notice template and compare it against the expanded content requirements in the enacted text of SB 617.
• Add the expanded disclosures regarding service coordination, workforce development board contacts, CalFresh information, and employer contact details.
• If you state in a notice that you will coordinate services, confirm any timeline obligations and arrange those services accordingly.
• Brief HR and legal on the updated requirements before the next workforce reduction planning process begins.
• Retain all notices issued on or after January 1, 2026 with documentation of timely delivery and content.

Conclusion

SB 617 is a content compliance issue, not a timing issue. The 60-day clock has not changed. What has changed is what must be in the notice, and a deficient notice may carry the same consequences as no notice at all. Update your template and verify your compliance against the enacted text.

If you have questions about Cal-WARN compliance or need help reviewing your notice template, I can help. Schedule a consultation today.

Schedule a Consultation: https://www.chukwuekelaw.com/contact-us

Disclaimer: This post is for informational purposes only and does not constitute legal advice or create an attorney-client relationship. The information in this post reflects the law as understood at the time of publication. Statutory details, including specific requirements, penalties, and coverage thresholds, should be verified against the enacted text and any applicable agency guidance.