Layoffs seem to be headline news on a daily basis. Ohio workers should know that Ohio’s “mini-WARN Act” went into effect on September 29, 2025.
What Is the Ohio mini-WARN Act?
This new Ohio law mirrors the 1988 federal Worker Adjustment and Retraining Notification Act (“WARN”) Act. The federal law is meant to protect workers and their families who are part of a mass layoff by allowing them time to prepare.
Under Ohio’s mini-WARN, covered employers must provide at least sixty days’ advance written notice before a qualifying layoff or closure. This notice requirement applies to employers that (1) employ at least 100 full-time employees; and (2) close a plant or lay off 50 or more employees at a single site of employment within a 30-day period.
Ohio’s “Mini-WARN Act” Expands Who Gets Notice
Under the federal WARN Act, notice must be given to
- The employees subject to the layoff;
- any union representative of those employees;
- the local government to which the employer pays the highest taxes in the prior year.
The Ohio mini-WARN Act requires all of that and more. Under Ohio’s law, notice must also be given to the chief elected official of both the local municipality and the county where the plant closing or mass layoff is set to occur.
What are the Notice Requirements?
The Notice must include “[a] detailed statement explaining the reason” for the closure or mass layoff and information about available support for the affected workers.
If a worker is not represented by a union, the Notice must also include:
- procedures for exercising bumping rights (if any);
- information on how affected employees can access unemployment insurance benefits and other assistance programs; and
- information about any available services for affected employees, including job placement assistance, retraining programs, or counseling services.
For union workers, the Notice must be given to Union representatives with specific requirements for the information in the Notice, including the total number of employees affected by the plant closing or mass layoff, with employees’ job titles or positions, and any department or division impacted.
What happens if an employer violates the Act?
If an employer does not follow the law, the company is liable to each affected worker for an amount equal to back pay and benefits for the period of violation up to 60 days. Plus, the employer can owe a penalty up to $500 per day for each day of violation.