Employment Law Practice Exam 2025 – 400 Free Practice Questions to Pass the Exam

The Workers Adjustment and Retraining Notification (WARN) Act mandates that employers with 100 or more employees provide a minimum of 60 days' notice in advance of plant closings and mass layoffs. This requirement ensures that affected employees have sufficient time to prepare for the transition, whether by searching for new employment or accessing retraining resources.

The specified period allows employees to adjust their personal finances and seek new job opportunities, thereby minimizing the economic impact of sudden job loss. While the answer mentions three months' notice, the critical aspect of the WARN Act is the 60-day notification period for affected employees.

Providing notice not only helps employees but also promotes a smoother transition for businesses, as it enables employers to manage the logistics of the closing or layoff more effectively. Ultimately, this statutory requirement reinforces the significance of communication between employers and employees in times of significant employment changes.

Other potential answers presented do not align with the core provisions of the WARN Act. For instance, absence of notice, compliance with union votes, or providing outplacement services is not dictated by the WARN Act itself, making them less relevant choices in the context of required actions before a plant closure.