Wisconsin Business Closing Law: 60 days notice for smaller employers
Wisconsin's Business Closing Law, often referred to as a "mini-WARN" Act, mandates employers with 50 or more employees to provide 60 days' advance notice before a business closing or mass layoff. This state-specific requirement applies to situations that might fall below the federal WARN Act's 100-employee threshold, expanding protections for Wisconsin workers. Non-compliance can lead to civil actions for back wages and benefits.
Wisconsin Business Closing Law (Mini-WARN)
Wis. Stat. 109.07 — 60 days notice for closings/mass layoffs at 50+ employee employers.
What those rules do as a Wisconsin shift is created.
The Wisconsin Business Closing Law adds a layer of protection for employees beyond the federal WARN Act. Teambridge integrates these thresholds to ensure compliance whether you are a smaller employer in Wisconsin or operating across multiple states with varying mini-WARN laws.
Identify Employer Size
Teambridge continuously monitors your employee count in Wisconsin. If your workforce reaches 50 or more employees within the state, the Wisconsin Business Closing Law's notice requirements are activated.
Flag Layoff/Closing Events
When a planned business closing or mass layoff event is initiated in Teambridge, the system cross-references the employee count and the nature of the event against Wisconsin's specific thresholds (e.g., 25 employees affected in a 30-day period).
Automate Notice Reminders
If a closing or layoff event triggers the Wisconsin Business Closing Law, Teambridge automatically generates reminders and prompts for the required 60-day advance notice to affected employees, the Department of Workforce Development (DWD), and local officials, mitigating non-compliance risks.
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Wisconsin's Mini-WARN Act requires 60 days' notice for closings or mass layoffs affecting 25+ employees at businesses with 50+ staff.
The Wisconsin Business Closing and Mass Layoff Law (Wis. Stat. § 109.07) provides greater worker protection than the federal WARN Act by covering smaller employers and lower thresholds for triggering events. It applies to employers with 50 or more employees operating within the state.
Wis. Stat. § 109.07: Business closings and mass layoffs.
(1) Definitions. In this section:
(a) "Business closing" means the permanent or temporary shutdown of an employment site or of one or more facilities or operating units within a single employment site, if the shutdown results in the termination of employment, other than a temporary layoff, of 25 or more employees as a result of the shutdown.
(b) "Employer" means any person who employs 50 or more employees in this state.
(c) "Mass layoff" means a reduction in force which is not the result of a business closing and which results in the termination of employment, other than a temporary layoff, of at least 25% of the employees or 25 employees, whichever is greater, within any single employment site during any 30-day period.
(2) Notice requirements. An employer shall provide written notice to the department, any affected employee, and the collective bargaining representative of any affected employee at least 60 days prior to the date of a business closing or mass layoff.
Covered Employers and Events
An employer is covered by the Wisconsin Business Closing Law if it employs 50 or more employees in the state. A "business closing" is defined as a shutdown resulting in the termination of 25 or more employees. A "mass layoff" occurs when there's a reduction in force, not due to a business closing, that results in the termination of at least 25% of the employees or 25 employees, whichever is greater, within a single employment site during any 30-day period.
Notice and Penalties
When a covered event occurs, the employer must provide written notice at least 60 days in advance to the Wisconsin Department of Workforce Development (DWD), any affected employees, and any collective bargaining representatives. Failure to comply can result in liability for back pay and benefits for each day of violation, up to 60 days, to each affected employee. The DWD may also impose civil forfeitures for violations.
Teambridge ensures your Wisconsin operations are always compliant with Mini-WARN.
Navigating state-specific WARN acts can be complex, especially for businesses operating across state lines. Teambridge automates the monitoring and notification processes required by Wisconsin's Business Closing Law, ensuring you meet all obligations without manual oversight.
Continuous workforce analysis
Teambridge automatically tracks your active employee count within Wisconsin, identifying when your business approaches or exceeds the 50-employee threshold for the state's mini-WARN law.
Proactive layoff/closing alerts
When you plan a reduction in force or site closure, Teambridge assesses the number of affected employees against Wisconsin's 25-employee or 25% threshold, flagging potential mini-WARN triggers.
Streamlined communication
Upon detection of a triggering event, Teambridge assists in generating the required 60-day notices for employees, the DWD, and local government officials, ensuring all parties are informed according to state law.
Audit-ready records
All notices, communications, and compliance actions related to the Wisconsin Business Closing Law are securely documented within Teambridge, providing a clear audit trail for any inquiries.
People also ask.
What is the difference between federal WARN and Wisconsin's Mini-WARN?
The federal WARN Act applies to employers with 100 or more employees and requires 60 days' notice for plant closings affecting 50 or more employees, or mass layoffs affecting 500 or more employees, or 33% of the workforce (if 50-499 employees). Wisconsin's Mini-WARN (Wis. Stat. § 109.07) applies to employers with 50 or more employees and requires 60 days' notice for business closings or mass layoffs affecting 25 or more employees.
Which employers are covered by the Wisconsin Business Closing Law?
Any employer that employs 50 or more employees in the state of Wisconsin is covered by this law. This threshold is lower than the federal WARN Act's 100-employee requirement, extending protections to a broader range of businesses.
What constitutes a "business closing" under Wisconsin law?
A "business closing" is defined as the permanent or temporary shutdown of an employment site, or one or more facilities or operating units within a single employment site, which results in the termination of employment for 25 or more employees, excluding temporary layoffs.
What is considered a "mass layoff" in Wisconsin?
A "mass layoff" is a reduction in force not caused by a business closing, resulting in the termination of employment for at least 25% of the employees or 25 employees (whichever is greater) at a single employment site within any 30-day period, excluding temporary layoffs.
Who must receive notice under the Wisconsin Business Closing Law?
Employers must provide written notice to the Wisconsin Department of Workforce Development (DWD), all affected employees, and any collective bargaining representative of affected employees at least 60 days before the closing or layoff.
What are the penalties for non-compliance with Wisconsin's Mini-WARN?
Employers who violate the law may be liable for back pay and benefits to each affected employee for each day of violation, up to 60 days. The DWD also has the authority to impose civil forfeitures for non-compliance.