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Enhanced Worker Protection: Longer Layoff Warnings and New Rights.

The "Fair Warning Act of 2023" aims to strengthen worker protection in cases of mass layoffs or plant closings. It introduces a longer 90-day notice period and new definitions of employer and employment loss, covering more situations. Citizens will gain better access to information about available benefits and support services.
Key points
Employers must provide 90-day advance notice of layoffs or plant closings, giving employees more time to prepare.
The definition of employer is expanded to include businesses with 50 or more employees or an annual payroll of at least $2,000,000, as well as parent and affiliate companies influencing decisions.
New rules for temporary layoffs require employers to provide short-time compensation and clear recall dates.
A publicly accessible database will be created with information on planned layoffs and plant closings, increasing transparency.
Employee rights under this act cannot be waived through pre-dispute agreements, including arbitration agreements, strengthening their legal standing.
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Expired
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Additional Information
Print number: 118_HR_6358
Sponsor: Rep. Sykes, Emilia Strong [D-OH-13]
Process start date: 2023-11-09
Lustra uses Artificial Intelligence. Verify details in source documents.
Summarized by: gemini-2.5-flash-preview-05-20
Source data: api.congress.gov
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OFFICIAL LEGAL TITLE

Fair Warning Act of 2023

FREQUENTLY ASKED QUESTIONS

What is the official ID of this bill?

The official print number for this legislation is 118_HR_6358.

Which chamber initiated this legislation?

This legislation was initiated in the House of Representatives.

When did the legislative process begin?

The process officially started on 2023-11-09.

What are the main provisions?

Key points include:

  • Employers must provide 90-day advance notice of layoffs or plant closings, giving employees more time to prepare.
  • The definition of employer is expanded to include businesses with 50 or more employees or an annual payroll of at least $2,000,000, as well as parent and affiliate companies influencing decisions.
  • New rules for temporary layoffs require employers to provide short-time compensation and clear recall dates.
  • A publicly accessible database will be created with information on planned layoffs and plant closings, increasing transparency.
  • Employee rights under this act cannot be waived through pre-dispute agreements, including arbitration agreements, strengthening their legal standing.
What is the specific legal status?

The current status is Expired.

Where can I read the full text of this legislation?

The full official text is available at: View full text

Who is the primary sponsor?

The primary sponsor is Rep. Sykes, Emilia Strong [D-OH-13].

What is the latest detailed status?

The latest detailed status is: Referred to the House Committee on Education and the Workforce.

Is this summary verified?

Yes. This content was analyzed by AI and verified by the Lustra Judge System on 2025-12-25.

CATEGORIES

Labor Courts and Law Benefits