If you're caught in a Texas mass layoff, your priorities are: (1) get your separation terms in writing, (2) protect health coverage and file for unemployment early, (3) build a sustainable job-search system—not panic-applying. WARN Act coverage depends on employer size and event type; not every layoff triggers it.
- What the WARN Act actually requires (60-day rule, thresholds, remedies)
- Where to find credible Texas mass layoff information
- Key deadlines for unemployment, COBRA, and severance
- A first-week action plan after a large layoff
- What to do if you didn't get notice (and you think you should have)
- How to job search without burning out
Quick Answers
What is a WARN notice?
A WARN notice is advance notice (generally 60 days) that covered employers must provide before certain plant closings or mass layoffs. The goal is to give workers time to prepare, access resources, and find new employment.
How do I find Texas mass layoff WARN notices?
Start with the Texas Workforce Commission WARN Notice page, then cross-check with U.S. Department of Labor resources and your employer's written communications.
Does every Texas layoff require a WARN notice?
No. WARN applies only to employers with 100+ full-time employees and qualifying events (plant closings affecting 50+ workers, or mass layoffs affecting 500+ workers or 50-499 workers if that's 33%+ of the workforce). Many layoffs don't meet these thresholds.
What if my employer violated WARN?
If an employer fails to provide required notice, affected employees may be entitled to back pay and benefits for each day of violation, up to 60 days. This is enforced through the courts—consult an employment attorney.
If you just found out you're part of a mass layoff in Texas, you're probably oscillating between shock, anger, and the urgent need to do something. That's normal. And searching for answers is the right instinct.
The problem: most of what you'll find online is either government legalese or generic career advice that doesn't account for the specific chaos of a large layoff—the uncertainty about what you're owed, the pressure of a ticking severance clock, the emotional toll of watching colleagues get cut alongside you.
This guide is different. We'll cover what the WARN Act actually requires (not just what it is), where to find real Texas layoff notices, and a first-week action plan that prioritizes your money and mental health—not spray-and-pray job applications.
What the WARN Act is (and what it actually requires)
A federal law requiring covered employers to provide 60 days advance written notice before certain plant closings and mass layoffs, so workers and communities have time to prepare and connect with resources.
Most people know WARN exists. Fewer understand the specifics—and the specifics matter.
Who WARN covers
WARN applies to employers with 100 or more full-time employees (or 100+ employees who work a combined 4,000+ hours per week, excluding overtime).
If your employer has fewer than 100 full-time employees, WARN likely doesn't apply—regardless of how large the layoff feels.
What events trigger WARN
Two types of events require 60-day notice:
Plant closings: A facility shutdown that results in job loss for 50 or more employees during any 30-day period.
Mass layoffs: A reduction in force that isn't a plant closing and results in job loss at a single site for:
- 500 or more employees, OR
- 50-499 employees if that group constitutes 33% or more of the employer's active workforce
These thresholds are why many layoffs don't trigger WARN. A company laying off 40 people from a 200-person office? Not covered. A company laying off 100 people across 5 offices (20 each)? Also likely not covered—WARN counts by single site.
What happens if WARN is violated
If an employer fails to provide required notice, affected employees may be entitled to:
- Back pay for each day of violation (up to 60 days)
- Benefits that would have been provided during that period
- ERISA penalties for failure to provide benefits
This is enforced through federal court. Employees typically file as a class. If you believe WARN was violated, documentation is critical—save everything, then consult an employment attorney in your state.
WARN exceptions (why your employer might claim they didn't have to notify)
Employers often invoke exceptions. The three main ones:
- Faltering company: The employer was actively seeking capital or business that would have avoided the layoff, and giving notice would have jeopardized that effort.
- Unforeseeable business circumstances: The layoff was caused by circumstances that couldn't reasonably have been predicted.
- Natural disaster: Flood, earthquake, etc.
Whether these apply is a legal question. The employer's claim isn't automatically valid—courts evaluate the facts.
WARN is specific: 100+ employees, 50+ affected at a single site, 60-day notice. If your situation doesn't hit those thresholds, you're not covered—but you may still have claims under your employment contract or state law.
Where to find credible Texas mass layoff information
When layoffs are moving fast, misinformation spreads faster. Use a two-source rule: verify claims with at least two independent sources, one ideally official.
- Employer written communication: separation letter, email, HR portal announcement—save PDFs and screenshots
- Texas Workforce Commission WARN Notice page (official Texas postings)
- U.S. Department of Labor WARN resources (federal overview and guidance)
- Local business journalism (credible outlets quoting documents or filings)
- Employee rumors and social posts (treat as leads to verify, not facts)
Using the Texas WARN Notice data
The Texas Workforce Commission WARN Notice page is your fastest path to official information. Here's how to use it effectively:
Search for your employer (try variations)
Companies file under legal entity names, not brand names. Try: Inc., LLC, Corp., parent company name, and subsidiary names.
Filter by location and date
Match the city/county and date window to what you're hearing internally. WARN notices are filed for specific sites, not company-wide.
Read the key fields
Number affected, event type (plant closing vs. layoff), and effective date. Cross-check with your separation letter.
If you don't find your employer: That doesn't prove "nothing is happening." It can mean: the event isn't WARN-covered, the notice hasn't posted yet, or the employer used a different legal entity name.
Key deadlines and numbers you need to know
One of the most disorienting things about a layoff is the cascade of deadlines you didn't know existed. Here's the reference table:
These are general timeframes. Your specific deadlines are in your paperwork. Read it carefully, and save copies of everything.
Your first week after a Texas mass layoff
The priority order is: runway → benefits → momentum. Not the other way around.
Get your separation terms in writing—and read them
Request written confirmation of: your last day of employment, severance amount (if any), final paycheck date, PTO payout policy, and the exact date your health coverage ends. If you're being asked to sign a separation agreement, note the review period (often 21 days; 45 if you're 40+). Don't rush.
Protect health coverage immediately
Ask HR: What are my options? When does coverage end? What are the COBRA details? If you have ongoing prescriptions, specialist appointments, or dependents on your plan, continuity matters. Explore: COBRA, marketplace plans (Healthcare.gov), spouse's plan, or short-term coverage.
File for unemployment early
In Texas, file with the Texas Workforce Commission as soon as you're eligible. Many people delay because the process feels bureaucratic. That delay costs you money. The first week you file is the first week you're potentially eligible for benefits—there's no retroactive catch-up.
Stabilize before you optimize
Take 2-3 days to process before launching a full job search. This isn't laziness—it's risk management. Panicked applications are lower quality, and early-stage decisions (resume changes, target roles, outreach strategy) compound. A few days of clarity pays off.
How to job search after a mass layoff (without burning out)
Here's what most generic advice misses: the emotional state of a layoff makes normal job-search advice fail. You're dealing with grief, uncertainty, and financial pressure—all while trying to perform optimism in applications and interviews.
The solution isn't to "just apply more." It's to build a system you can sustain.
If you have 3+ months of runway
Focus on quality over volume:
- 2-3 meaningful conversations per week (former colleagues, industry contacts, target company employees)
- 5-10 highly targeted applications per week (not per day)
- 1-2 hours of interview prep for any active processes
"Highly targeted" means: you've read the job description, you meet 70%+ of requirements, and you can articulate specifically why this role at this company.
If runway is tight (under 2 months)
Parallel-track:
- 5-7 applications per day to roles you're qualified for
- 2-3 referral conversations per week (even while applying at volume, referrals compress timelines)
- Track everything in a simple spreadsheet: company, role, date applied, status, next action
The trap to avoid: spray-and-pray applications that consume hours but generate no signal. 50 generic applications produce worse outcomes than 15 tailored ones.
What "referrals" actually means
When job-search advice says "network," most people picture awkward LinkedIn messages. That's not what works.
What works:
- Reactivate warm contacts: Former colleagues, old managers, people you've worked with who know your work. A simple message: "Hey, I was caught in [Company]'s layoff. I'm looking for [type of role]. Do you know anyone I should talk to?"
- Target specific companies: Identify 5-10 companies you'd actually want to work at. Find anyone in your extended network who works there. Ask for a 15-minute conversation—not a referral directly, but insight into the company and what roles might fit.
- Make it easy to help you: When someone offers to refer you, send them: your resume, the specific job link, and 2-3 bullet points on why you're a fit.
Severance buys you time—but only if you use it strategically. The temptation is to either panic-apply (burning out before runway ends) or over-relax (suddenly scrambling at week 8). Build a sustainable weekly rhythm on day one, and treat your job search like a part-time job: 20-25 focused hours per week, with clear boundaries.
Once you're clear on target roles and your resume is solid, the repetitive mechanics of applications—forms, uploads, tracking—drain energy you need for high-ROI work. Tools like Careery can automate these parts so you spend your limited hours on what actually moves the needle: referral conversations, interview prep, and staying mentally sharp.
If you didn't get notice (and you think you should have)
There are several reasons you might not see a WARN notice for your layoff:
- The event doesn't meet WARN thresholds (most common)
- The employer is invoking an exception
- The notice exists but was filed under a different entity name
- The notice hasn't been posted yet
Here's how to investigate:
Ask HR directly for the legal basis
You're looking for clarity: Was this a qualifying WARN event? If so, what notice was provided and when? If not, what's the employer's position on why WARN doesn't apply?
Document everything you have
Save in one folder: termination letter, any emails about the layoff, pay stubs, benefits information, and any dates mentioned verbally (with notes on who said what, when).
Calculate the numbers
How many people were laid off? At how many sites? What's the company's total employee count? If you're close to thresholds, those details matter.
Consult an employment attorney
WARN is enforced through courts, not an agency complaint. If you believe you're owed back pay under WARN, you'll likely need legal help. Many employment attorneys offer free consultations for WARN claims.
Don't assume "no notice = illegal." Do assume "I need documentation before drawing conclusions." The burden of proving a WARN violation is on the employees—which is why records matter.
The emotional reality (which most guides skip)
Mass layoffs aren't just logistically disruptive—they're grief events. You're processing loss of identity, routine, financial security, and work relationships simultaneously.
A few things that help:
- It's not personal, but it feels personal. Layoff decisions are made in spreadsheets by people who've never seen your work. That doesn't make the feeling less real.
- Give yourself a processing window. 48-72 hours of low-stakes activity before launching job search. Walk, call a friend, do something physical.
- Limit doom-scrolling. Checking LinkedIn/news/Blind constantly increases anxiety without adding information. Set specific times (once in morning, once in afternoon).
- Routine protects you. When everything is uncertain, small daily structures (wake time, exercise, focused work blocks) become anchors.
If you're struggling beyond normal grief—persistent insomnia, inability to focus, panic symptoms—consider reaching out to a therapist or counselor. Many offer sliding-scale fees, and some severance packages include EAP (Employee Assistance Program) benefits that cover sessions.
Texas mass layoffs: what to remember
- 1WARN requires 60-day notice for covered employers (100+ employees) and qualifying events (50+ affected at a single site).
- 2If WARN was violated, you may be owed up to 60 days of back pay—consult an employment attorney.
- 3File for Texas unemployment immediately; delays cost you benefits.
- 4Protect health coverage first (COBRA election is typically 60 days from notice).
- 5Build a sustainable job-search system: referrals + targeted applications beat volume every time.
- 6Give yourself processing time—48-72 hours before launching a full job search.
Frequently Asked Questions
What is the WARN Act in Texas?
WARN is a federal law (not Texas-specific) that requires covered employers (100+ employees) to provide 60 days advance notice before qualifying plant closings or mass layoffs. Texas follows the federal WARN Act; there is no separate state WARN law in Texas.
Where are WARN notices posted for Texas?
The Texas Workforce Commission maintains a WARN Notice page with filings from Texas employers. You can also check U.S. Department of Labor resources for federal guidance. If you can't find a notice, start with your employer's written communication.
How much back pay am I owed if WARN was violated?
If an employer failed to provide required WARN notice, affected employees may be entitled to back pay and benefits for each day of violation, up to 60 days. This is enforced through federal court, typically as a class action.
Does WARN mean I get severance?
No. WARN is about advance notice, not severance. Severance depends on company policy, your employment contract, or negotiated agreements. They're separate issues.
How do I file for unemployment in Texas?
Apply through the Texas Workforce Commission website or call their unemployment hotline. You'll need your Social Security number, employment history, and information from your separation documents. File as soon as you're eligible—delays mean delayed benefits.
What should I do if I'm worried I won't find a job quickly?
Build a sustainable weekly system: targeted applications + referral conversations + interview prep. Track your activity. Consistency outperforms panic volume. If runway is tight, increase application volume but don't sacrifice quality entirely—15 tailored applications beat 50 generic ones.
Researching Job Market & Building AI Tools for Job Seekers since December 2020
Sources & References
- WARN Act Compliance Assistance (U.S. Department of Labor)
- WARN Notice — Texas Workforce Commission
- Worker's Guide to the WARN Act (U.S. Department of Labor PDF)
- 29 U.S. Code § 2104 — Employer's liability for WARN violations
- Applying for Unemployment Benefits (Texas Workforce Commission)
- COBRA Continuation Coverage (U.S. Department of Labor)