Notice Compliance Navigator
A free, searchable guide to state-specific employment law notice requirements — organized by employment trigger so you know exactly what to provide, and when.
188 notices
Notice to Employee as to Change in Relationship
Employers must give written "Notice to Employee as to Change in Relationship" when an employee is discharged, laid off, placed on a leave of absence, or changed from employee to independent contractor. The notice must include employer and employee identifying information, the type of action (discharge, layoff, leave, status change), and the effective date. It must be given immediately, and no later than the effective date of the change; failure to do so is a misdemeanor under UI Code §1089.
Download the form (PDF)Notice of Reduced Earnings (DE 2063) – Partial Unemployment
Employers prepare EDD Form DE 2063 when full-time employees become partially unemployed due to reduced hours, allowing them to claim partial benefits.
Download the form (PDF)Wage Theft Protection Act Notice – Change in Pay (Labor Code §2810.5)
Non-exempt employees must receive an updated written wage notice when any information on the original notice changes, within 7 calendar days of the change.
Pay Arrangement Change Notice
Illinois requires employers to notify employees before changing wage payment agreements and present the new arrangement in writing.
Wage Rate Change Notice
A wage rate may be raised or lowered only if the employee is given notice of the change before the effective date or before working any hours at the new rate.
Wage Theft Prevention Act – Notice of Pay Changes
New York employers must provide employees written notice of any change at least 7 calendar days before the change.
Cal-WARN
California's mini-WARN requires covered employers to give 60 days' written notice to affected employees before a mass layoff, termination, or relocation.
DE mini-WARN
Delaware requires covered employers to provide 60 days' advance written notice before plant closings, mass layoffs, or relocations.
Federal WARN Act – 60-Day Notice
Employers with generally 100+ full-time employees must provide at least 60 calendar days' written notice before a covered plant closing or mass layoff.
OWBPA – Release Requirements for Employees 40+
OWBPA requires plain-language written agreements, specific ADEA references, counsel consultation advice, 45-day consideration periods, and 7-day revocation rights.
HI Dislocated Workers Act
Hawaii requires 60 days' advance notice before closing, relocation, or divestiture.
IL WARN
Covered employers (≥75 full-time employees) must provide 60 days' written notice before mass layoffs or plant closings.
IA mini-WARN
Employers with ≥25 full-time employees must provide 30 days' advance written notice before business closings.
ME Severance and Notice Law
Maine requires 90 days' written notice for certain closings or relocations, plus severance pay.
MD mini-WARN
Maryland requires 60 days' written notice before relocations or closings.
NH WARN
New Hampshire requires 60 days' written notice before plant closings or mass layoffs.
NJ WARN
New Jersey requires 90 days' advance written notice for covered employers (≥100 employees).
NY WARN
New York requires 90 days' written notice by employers with generally ≥50 full-time employees.
TN Mini-WARN
Tennessee requires 60 days' written notice for employers with 50–99 full-time employees.
VT Mini-WARN
Vermont requires 30 or 45 days' written notice before business closings or mass layoffs.
WA WARN
Washington requires 60 days' advance written notice for covered mass layoffs and business closures.
WI Mini-WARN
Wisconsin requires 60 days' written notice for employers with generally ≥50 employees in state.
State Disability Insurance (SDI)
Disability Insurance Provisions brochure (DE 2515) must be provided when employees take leave.
Download the form (PDF)Paid Family Leave
Paid Family Leave brochure (DE 2511) must be provided to employees requesting family leave.
Download the form (PDF)FAMLI Leave
Written FAMLI notice required within 5 days after employee experiences qualifying event.
Learn moreNJ Family Leave Act (NJFLA) – Annual Poster Distribution
Written copy of official NJFLA poster must be given to employees annually by Dec. 31.
Download the form (PDF)New Hire Reporting
Newly hired employees must be reported within 20 days after date of hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days from start-of-work.
Learn moreState Disability Insurance (SDI)
Disability Insurance Provisions brochure (DE 2515) must be provided to new hires.
Download the form (PDF)Sexual Harassment Fact Sheet
Sexual Harassment fact sheet (CRD-185-ENG) must be provided during new hire orientation.
Download the form (PDF)Workers' Compensation Time of Hire Pamphlet
Time of hire/workers' compensation notice must be provided during new hire orientation.
Download the form (PDF)Wage Theft Prevention Act Notice
Wage theft prevention notice (DLSE-NTE) must be provided to employee during new hire orientation.
Download the form (PDF)Rights of Victims of Domestic Violence, Sexual Assault and Stalking
Notice of rights for victims of domestic violence, sexual assault, and stalking required at hire.
Download the form (PDF)Paid Family Leave Insurance
Paid Family Leave Insurance fact sheet (DE 2511) must be provided during new hire orientation.
Download the form (PDF)Know Your Rights Posting
Separate "Workplace Know Your Rights" notice required for distribution to employees.
Download the form (PDF)New Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreCT FMLA / CT Paid Leave – Rights Notice
Written notice of employee rights under CT FMLA and CT Paid Leave required at hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreMA PFML – Written Notice & Poster
PFML workplace poster and written notice must be provided within 30 days of hire.
New Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreFamily Leave Insurance Notice
Written notice of state Family Leave Insurance program required at hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreNew Hire Reporting
Newly hired employees must be reported within 20 days after hire.
Learn moreSmall-Employer Continuation ("Mini-COBRA") Notice
Written notice of coverage continuation required when enrollee loses eligibility.
Cal-COBRA / State Continuation – Eligibility Change
For insured plans, when a qualifying event causes loss of coverage, eligible employees and dependents must receive a Cal-COBRA continuation notice explaining their right to continue coverage beyond or instead of federal COBRA; employers must coordinate with their carrier/TPA to ensure timely delivery.
DC Paid Family Leave – Eligibility Notice
Written notice of PFL eligibility required when employee notifies of qualifying event.
Learn moreCOBRA Qualifying Event Notice
Plan administrator must notify employer of qualifying event within 30 days.
FMLA – Eligibility, Rights & Designation Notices
Written notices required for FMLA eligibility, rights, and leave designation.
Learn morePrepaid Health Care – Eligibility Threshold
Employers must offer coverage for employees working 20+ hours per week for 4 weeks.
State Continuation for Small Employers
Employees of small employers losing coverage must be offered 36 months continuation.
Unemployment Compensation Notice at Separation
Notice of potential unemployment compensation benefits required for separating employees.
Learn moreSeparation Notice – Unemployment Benefits
Flyer informing separating employees about UI benefits required.
Learn moreSeparation Notice – Unemployment Benefits
Printed statement explaining how to file for unemployment benefits required.
Learn moreIndividual Notice to Separating Employees of UI Benefits Availability
Notice about availability of unemployment benefits required for each separating employee.
Learn moreSeparation Documents
Required EDD pamphlets must be provided to separating employees.
Download the form (PDF)Employer Separation Notice
Completed notice of potential unemployment insurance benefits must be provided.
Learn moreSeparation Documents
CT unemployment separation packet must be provided immediately to separated employees.
Learn moreOWBPA – Release Requirements for Employees 40+ (Individual)
Severance agreement waiving age-discrimination claims must meet OWBPA requirements.
Reemployment Assistance Program
Free notice available for separated employees.
Learn moreSeparation Notice
Completed Separation Notice (Form DOL-800) required for all separated employees.
Learn moreSeparation Notice and Reporting Requirements
Notification of unemployment compensation availability required plus employer portal reporting.
Learn moreUnemployment Notice
CLI111L pamphlet required for employees separated 7 or more days.
Learn moreSeparation Notice
Model language informing employees about unemployment benefits required.
Learn moreSeparation Reporting Requirements
Employee separation must be reported in Iowa employer portal.
Learn moreUnemployment Insurance Notice for Workers
Separated employees must be notified of unemployment benefit availability.
Learn moreUnemployment Insurance Notice for Workers
Separated employees must be given UI availability information.
Learn moreSeparation Notice and Reporting Requirements
UI notice and Employer Separation Notice (Form LWC-77) required.
Learn moreUnemployment Notice
Written notice about unemployment insurance availability required.
Learn moreUnemployment Notice
Unemployment benefits notice required for separating employees.
Learn moreUnemployment Notice
Pamphlet 0590-A required within 30 days of separation.
Learn moreSeparation Reporting Requirements
Employee separation must be reported through employer resources.
Learn moreUnemployment Insurance Notice for Workers
Filing guide must be provided to separating employees at separation.
Learn moreNotice to Employees – Important Information Regarding Unemployment Compensation
Form containing UI filing details required for all separating employees.
Learn moreUnemployment Insurance Notice for Workers
Advisement of benefit rights notice required at time employment ends.
Learn moreUnemployment Insurance Notice for Workers
Specific UI availability notice (NUCS-4139) required at separation.
Learn moreUnemployment Benefits Form
Form BC-10 instructions required for all separating employees.
Learn moreUnemployment Benefits Form
Record of employment and form IA 12.3 information required at separation.
Learn moreUnemployment Benefits Notice
Written notice of unemployment benefits availability required.
Learn moreUnemployment Compensation Separation Notice
State model notice (JFS 55341) required at time of separation.
Learn moreSeparation Notice
UI availability information using notice (OES-341) required.
Learn moreUnemployment Notice
Model notice (UC-1609) required for unemployment compensation notification.
Learn moreUnemployment Benefits Availability Notice
Notice of unemployment benefits availability required at time of separation.
Learn moreNotice of the Availability of Unemployment Insurance Benefits
Written notice of unemployment insurance availability required at separation.
Learn moreNotice to Employees – Availability of Unemployment Compensation
Notice of unemployment compensation availability required at time of separation.
Learn moreSeparation Notice
Separation notice (LB-0489) with UI benefit information required.
Learn moreWorkers' Compensation – Claim Form & Rights Notice
When a work-related injury or illness is reported, California employers must provide the employee with a DWC-1 workers' compensation claim form within one working day, return a completed copy within one working day of receipt, and promptly submit the claim to the carrier; recent amendments also require expanded workers' compensation posters advising employees of their right to consult an attorney.
Download the form (PDF)First Report of Injury to Insurer
Employer's first report must be submitted to carrier within 5 days of injury knowledge.
First Report of Injury & Rights Brochure
Employer's First Report (LW-WC IA-1) and rights brochure required.
Learn moreEmployer's First Report of Injury
First Report of Injury must be submitted within six days of notice.
Learn moreInjury Reporting Forms (C-1 / C-4)
Form C-1 Notice of Injury and C-4 claim form must be provided.
Learn moreRequired Workplace Postings
Federal and state labor law posters must be conspicuously posted.
Learn morePosting and Provision of "Notice to Employees – Unemployment Benefits"
Printed notice and copy upon separation regarding unemployment benefits required.
Workplace Postings
The Department of Industrial Relations requires employers to post information related to wages, hours and working conditions in an area frequented by employees where it may be easily read during the workday. Additional posting requirements apply to some workplaces. Free workplace postings below.
Learn morePaid Family Leave – Posting & Information
PFL notice must be conspicuously posted and information provided to employees.
Paid Leave Oregon – Written Model Notice
Model notice poster must be displayed at worksite and provided to remote workers.
Learn moreWA Paid Family & Medical Leave – Employer Notice
Official notice required to inform employees about PFML program.
Learn more
