90 days advance notice. 50+ employee threshold. Lower triggers than federal.
New York's WARN Act is more stringent than federal. It applies to employers with 50+ employees (vs. federal 100+), requires 90 days of advance notice (vs. federal 60), and triggers at lower layoff thresholds — 25 employees if 33% of workforce, or 250 employees regardless of percentage. NY-WARN also covers relocations 50+ miles away. Penalties: $500 per day per affected worker for failing to provide notice.
NY-WARN Act Compliance
Tracks employer-size threshold (50+ employees in NYS). Detects layoff/closure events that trigger WARN. Generates compliant 90-day notices to affected workers, unions, government officials, and school districts.
What the rule does for layoffs and closures.
The hero card configuration: Critical on event detection, Block on termination without notice. Here's what each does at runtime.
When a planned layoff or closure approaches WARN thresholds (25 employees + 33% workforce, or 250+ employees, or plant closing affecting 25+, or relocation 50+ miles), Teambridge surfaces a Critical alert. Coverage analysis is provided.
In a WARN-covered event, terminations cannot proceed without 90 days of documented advance notice. Notice text, distribution date, and recipient list (workers, union, local elected official, school district) all required.
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50+ employees, 90 days notice, four trigger types.
NY-WARN's lower thresholds and longer notice period catch many employers who think they're too small or have too long a runway to comply.
Threshold = 50+ NYS full-time employees
Coverage applies to employers with 50+ full-time employees in NYS. Part-time workers (under 20 hours/week) generally don't count toward the threshold but may still be entitled to notice if affected. NY counts the entire corporate structure — divided entities don't escape coverage.
Four trigger types
(1) Plant closing: shutdown of a single site affecting 25+ employees. (2) Mass layoff: 25+ employees if 33% of workforce, OR 250+ employees regardless. (3) Reduction in hours: 50%+ for 6+ consecutive months. (4) Relocation: substantial operations moved 50+ miles away. Any trigger requires 90-day notice.
Teambridge detects WARN-covered events and generates compliant notices.
WARN compliance is structurally simple but operationally easy to miss — especially the relocation rule and the hour-reduction rule, which catch employers off-guard.
Threshold + trigger detection.
When a layoff or restructuring is planned, Teambridge analyzes coverage: employer size threshold (50+ NYS) and trigger type (plant closing, mass layoff, hour reduction, relocation). Coverage decision documented.
Notice deadline tracked.
Once a WARN event is identified, the 90-day notice deadline is tracked. The system shows the planned termination date vs. notice deadline. Late notice = penalty exposure surfaced.
All recipients covered.
Compliant notice text generated for affected workers, union, local elected official, school district, and Workforce Investment Board. Distribution logged.
Faltering company / unforeseeable circumstance / disaster.
Three federal-style exceptions reduce notice (faltering company, unforeseeable business circumstances, natural disaster). Each requires documented justification — not assumed compliance.
Still evaluating? Get a free New York compliance audit.
Send us your existing New York scheduling and pay configuration. Our compliance team returns a written audit within 5 business days — every New York-specific exposure ranked by risk and back-pay liability.