Legal Rights

Understand your rights and protections

Disclaimer

This information is for educational purposes only and is not legal advice. Employment laws vary by state and situation. Consult with an employment attorney for advice specific to your situation.

Key Legal Protections

WARN Act

The Worker Adjustment and Retraining Notification (WARN) Act requires employers with 100+ employees to provide 60 days notice before mass layoffs or plant closings.

Applies to layoffs of 50+ employees at a single site
If violated, you may be entitled to back pay for up to 60 days
Some states have "mini-WARN" acts with stricter requirements

Age Discrimination (ADEA)

The Age Discrimination in Employment Act protects workers 40 and older from discrimination in hiring, firing, and other employment decisions.

Severance agreements must give you 21 days to review (45 days for group layoffs)
You have 7 days to revoke after signing
Employer must advise you to consult an attorney

Other Protected Classes

Federal law prohibits discrimination based on:

Race Color Religion Sex National Origin Disability Genetic Information Pregnancy

When to Consult a Lawyer

Consider consulting an employment attorney if:

You believe you were targeted due to a protected characteristic

You weren't given proper notice under WARN Act

Your severance agreement has concerning clauses

You have a non-compete that might limit your job search

You're owed significant unpaid wages, bonuses, or commissions

Many employment attorneys offer free initial consultations and work on contingency (they only get paid if you win).

Final Pay Requirements

When you're laid off, you're typically entitled to:

All earned wages - For hours worked through your last day
Accrued vacation/PTO - Depending on state law and company policy
Earned commissions - Check your commission agreement
Expense reimbursements - For any business expenses you paid out of pocket

Note: Severance is NOT legally required in most cases—it's offered at the employer's discretion.