# Plain Language Summary: Fair Warning Act of 2025

This bill makes significant changes to worker protection laws by requiring employers to give workers much more advance notice before closing facilities or laying off large groups of people. Currently, employers must give 60 days' notice, but this bill increases that to 90 days. The law applies to companies with at least 50 employees or $2 million in annual payroll, and it covers both full-time and part-time workers.

The bill expands what counts as a layoff that requires notice. For example, if a company cuts your hours by more than 50% for three months straight, that now counts as an employment loss requiring the 90-day warning. The law also includes remote workers in the count—so if your company closes an office and you work from home but are assigned to that office, you're included in the layoff numbers. This matters because a "mass layoff" is now defined as just 10 or more employees at one location losing their jobs within 90 days, down from higher thresholds in the current law. The bill also makes parent companies and contractors potentially responsible for providing notice, not just the company that directly employs you.

When a layoff or closure happens, employers must notify not just workers but also state labor agencies, local governments, and workforce development boards. These agencies then have specific duties to help affected workers, including setting up labor-management committees and designating someone to coordinate rapid response services like job training and placement assistance. The bill does allow shorter notice periods in genuine emergencies like natural disasters, terrorist attacks, or public health crises, but employers must still provide as much notice as possible and explain why they're shortening the timeline. If an employer can't meet these requirements, they face liability for the full 90-day period.