PA WARN notices help workers track announced layoffs and business closures across Pennsylvania. The state publishes employer notices through its Department of Labor and Industry. Federal WARN rules determine when covered employers must provide advance written notice.
Pennsylvania publishes a public list of employer WARN filings by month and year. Federal law generally requires 60 calendar days of notice for qualifying plant closings and mass layoffs. Coverage depends on employer size, affected workers, location, and the timing of job losses.
| Question | Current Pennsylvania rule |
|---|---|
| Main law | Federal Worker Adjustment and Retraining Notification Act |
| State mini-WARN law | No enacted general Pennsylvania mini-WARN law |
| Standard notice period | 60 calendar days for covered events |
| Covered employer | Generally 100 or more employees under federal counting rules |
| Plant closing trigger | Usually 50 or more covered employment losses at one site |
| Mass layoff trigger | 500 or more, or 50–499 reaching at least 33% at one site |
| Official notice list | Pennsylvania Department of Labor and Industry |
| Main worker remedy | Back pay and benefits for a violation period, up to 60 days |
Key takeaways
- Check the official Pennsylvania list first because third-party trackers can lag or classify entries differently.
- A listing does not prove that every affected worker has a valid federal WARN claim.
- Separate layoff rounds can sometimes be combined under the federal 90-day aggregation rule.
- Part-time workers are treated differently for threshold calculations but may still receive required notice.
- Remote employees require a fact-specific “single site of employment” analysis under federal rules.
Where to find PA WARN notices in Pennsylvania
As of September 2026, the Pennsylvania Department of Labor and Industry maintains the official public WARN list. It organizes entries by year and month, then identifies each employer and location. Entries also show affected workers, effective dates, and the type of employment action.
The page lists notices the department received about company layoffs or closings. Search your employer’s legal name, not only its public brand name. Check nearby months because separation dates can occur well after the notice appears.
Latest September 2026 entries on the official list
| Employer | County | Workers affected | Effective date | Event |
|---|---|---|---|---|
| Kenco Logistic Services, LLC | Northampton | 52 | Begins Nov. 16, 2026 | Closure |
| Jerith Manufacturing, LLC | Philadelphia | 61 | Begins Nov. 15, 2026 | Closure |
| CJ Logistics America, LLC | Cumberland | 56 | Oct. 31, 2026 | Closure |
| Mountain Valley Golf Course | Schuylkill | 111 | Oct. 31, 2026 | Closure |
| Pavilion at Bradford | McKean | 80 | Dec. 1, 2026 | Closure |
These entries appeared under September 2026, when this guide was updated. The state page changes as new notices arrive, so check it before relying on a snapshot. An entry also does not decide whether federal liability exists for a particular worker.
When federal WARN requires notice in Pennsylvania
Pennsylvania currently uses federal WARN as its general framework for plant-closing and mass-layoff notice. Covered employers generally have 100 or more employees under federal counting rules. Federal law also contains an alternative test based on combined weekly working hours. A plant closing usually requires at least 50 covered employment losses at one employment site.
A mass layoff can trigger WARN when 500 or more workers lose employment at that site. It can also apply to 50–499 workers representing at least 33 percent of that site’s workforce.
| Event | Basic federal threshold |
|---|---|
| Plant closing | At least 50 covered employment losses at a single site during 30 days |
| Mass layoff | At least 500 covered losses at a single site during 30 days |
| Smaller mass layoff | 50–499 covered losses reaching at least 33% of the site workforce |
| Staggered layoffs | Separate smaller actions may aggregate across a 90-day period. |
Federal law can combine smaller employment actions occurring within a 90-day period. An employer can avoid aggregation by proving separate and distinct actions and causes. This rule matters when job cuts arrive in several rounds rather than in one announcement.
What the 60-day notice must do
A covered employer generally must give written notice 60 calendar days before the qualifying event. Notice goes to affected workers or their union representative. It also goes to designated state and local government recipients. The notice must contain specific information required by federal regulations. Different separation dates can produce different notice deadlines for affected employees.
Employers may need to provide additional notice when a previously announced separation date changes significantly.
Does Pennsylvania have its own WARN law?
Pennsylvania has not enacted a general state mini-WARN statute as of September 24, 2026. Federal WARN therefore remains the main general notice law for Pennsylvania layoffs. This differs from states that impose separate state-level requirements. Pennsylvania House Bill 815 proposes state notification requirements for mass layoffs and business closings.
The General Assembly lists its latest action as a March 5, 2025, committee referral. It remains proposed legislation, not current Pennsylvania law.
Exceptions can shorten the federal notice period.
Federal WARN recognizes limited situations where an employer may provide fewer than 60 days of notice. The employer still must give as much notice as practicable. It must also explain why the shortened period applies.
- Faltering company: This narrow exception applies only to certain plant closings.
- Unforeseeable business circumstances: Unexpected business conditions can support shorter notice in qualifying cases.
- Natural disaster: A directly disaster-related closing or layoff can qualify for reduced advance notice.
These exceptions do not automatically erase an employer’s notice duties. Whether they apply depends on the event, timing, and available evidence. Workers should review the stated reason rather than assuming an exception applies.
How part-time and remote workers fit into WARN
Part-time status matters when calculating federal thresholds. Federal rules generally treat workers averaging under 20 weekly hours as part-time for counting purposes. Workers employed fewer than six of the previous twelve months also meet that definition. Part-time workers can still receive required notice after WARN becomes applicable.
Remote employees require a separate single-site analysis based on assignment or reporting relationships. A worker’s home address does not automatically decide the relevant employment site.
What workers can recover after a WARN violation?
An employer that violates federal notice requirements may owe affected employees back pay and benefits. Liability covers the violation period and is capped at 60 days. Certain payments already made can reduce damages when federal law permits. Federal WARN claims are generally enforced through lawsuits rather than Department of Labor investigations.
Courts may award reasonable attorney fees in qualifying cases. A separate civil penalty can apply when required local-government notice is missing. A WARN issue can overlap with other post-layoff employment disputes. LawGaze’s wrongful termination coverage explains claims involving discrimination, retaliation, contracts, or protected leave. Its employee wage claim guide covers unpaid compensation and final-pay disputes.
What to do after finding your employer on the notice list
Seeing your employer on the list gives you useful dates, but it is only a starting point. Compare the listed event with your worksite, termination date, and written notice. Preserve documents before the company ends access to email or payroll systems.
- Save the state listing and your employer’s written WARN notice.
- Record your last workday, worksite, job status, and weekly hours.
- Keep pay stubs, benefit statements, severance documents, and employment agreements.
- Note earlier layoff rounds at the same site during the prior 90 days.
- Check unemployment, health coverage, and final-pay deadlines separately.
- Seek legal advice when the notice period or worker count appears inconsistent.
A severance agreement may include releases affecting employment claims. LawGaze’s guide on unfair treatment at work explains why preserving records can matter before a dispute. Its guide on contacting a wrongful termination lawyer can help readers prepare for an initial consultation.
Check the official filing, then check your own facts.
Start with Pennsylvania’s current notice list and save the entry matching your employer. Next, compare federal thresholds with your worksite, dates, and worker counts. Get legal advice promptly when those facts suggest a notice shortfall or disputed exception.
Research note: We checked this guide against current Pennsylvania and federal sources on September 24, 2026. It provides general legal information for U.S. readers. It is not individual legal advice.
PA WARN notices FAQ
How often are PA WARN notices updated?
Pennsylvania adds filings as the Department of Labor and Industry receives and publishes them. The page is organized by month and year, not as a court docket. Check the official source again before making decisions based on an older screenshot.
Does every Pennsylvania layoff require 60 days of notice?
No, federal WARN applies only when its employer and event thresholds are satisfied. Smaller layoffs can fall outside the statute unless aggregation rules change the analysis. Contracts, union agreements, or other laws may create separate obligations.
Does WARN require severance pay?
WARN primarily requires advance written notice, not a standard severance package. Employers sometimes provide pay or benefits connected with a shortened notice period. Contractual severance rights can exist separately from federal WARN rights.
What if my employer gave no WARN notice?
First determine whether federal WARN covered the employer and specific job losses. Then compare the required notice date with the notice each affected worker received. A covered shortfall can support claims for back pay and benefits.
Do remote Pennsylvania workers count toward WARN thresholds?
They can, but federal rules focus on the worker’s single site of employment. The analysis may examine a home base, assignment location, or reporting location. Remote-worker coverage is fact-specific, so physical residence alone is not decisive.
