What Home Depot workers need to know about WARN notices

The federal Worker Adjustment and Retraining Notification Act requires covered employers to provide 60 calendar days advance written notice to affected workers, state dislocated worker units and local officials before plant closings and mass layoffs that meet statutory thresholds. For Home Depot employees, that means store associates, supervisors and managers at locations hit by closures or large reductions in staff should receive formal notification designed to give time to pursue alternatives, enroll in training and access workforce services.

WARN generally applies to employers with 100 or more employees when a single closure or layoff affects 50 or more employees, with additional rules for multi-site or multi-week events. The law’s purpose is to give workers a runway to arrange for unemployment benefits, health coverage continuation and retraining. Exceptions are narrow and include unforeseeable business circumstances, a faltering company and natural disasters; even where an exception applies, employers should document why notice could not be provided.

Workers who receive a WARN notice should review it carefully for the effective layoff or closure date and any details about severance, final pay and benefits. Employees should promptly contact their state rapid response team or their local American Job Center for immediate services such as resume help, job search assistance, training options and information on unemployment insurance. It is also important to check deadlines for COBRA or other health continuation options and to file for unemployment insurance as soon as possible.

Preserving documentation is critical. Keep copies of written notices, separation agreements and any communications from Home Depot or third-party administrators. If a notice appears deficient - for example, if the 60-day period was not observed or required information is missing - affected workers may have legal remedies including back pay for the violation and, in some cases, civil penalties against the employer. Consulting an employment lawyer can help clarify rights and next steps.

For employers, compliance means timely coordination with workforce agencies and accurate notices to all required parties. Failing to meet WARN obligations can create financial liability and complicate community relations at the store level.

Employees can find federal guidance and the full WARN rules on the U.S. Department of Labor elaws WARN page: webapps.dol.gov/elaws/firststep/results.htm. For Home Depot workers facing a closure or mass layoff, the immediate priorities are understanding the notice, securing benefits and training resources, preserving paperwork and seeking advice so the transition to new work or training is as smooth as possible.