Learn four employee offboarding best practices that help organizations stay compliant, protect their employer brand, and support departing employees during times of transition.

By adopting data-driven technologies, many HR departments have been able to eliminate manual, heavily administrative tasks—leading to better efficiency, stronger governance, and a greater ability to prioritize strategic goals. But there’s a critical area that needs a digital overhaul: workforce transitions.

Although the U.S. has no federal laws specific to severance pay, there are several things employers should keep in mind when developing severance policies or overseeing severance-qualifying events.  

Severance packages, which often include pay and other benefits, alleviate some of the stress when employees lose their jobs. Providing severance is in an employer’s best interest, too, as it helps mitigate legal risk, preserve morale, and maintain brand reputation. 

Employers in California should know the ins and outs of the Cal-WARN Act to avoid the repercussions associated with noncompliance—including legal ramifications, reduced employee morale, and a tarnished corporate brand.

Layoffs don’t just impact those who leave—surviving employees feel the effects, too. Learn how reductions in force (RIFs) impact morale and discover three ways to maintain engagement and trust during layoffs.

Ohio employers should make sure they have processes in place that comply with the provisions of the Ohio WARN Act to avoid financial penalties resulting from nonadherence. 

Beginning July 27, 2025, Washington state employers should have a new law on their radar: the Securing Timely Notification and Benefits for Laid-Off Employees Act, also known as the WA-WARN Act. This article includes the provisions of the Washington WARN Act. Employers should familiarize themselves with the state’s Mini-WARN Act to ensure compliance and avoid costly financial penalties. 

From unplanned expenses to emotional fallout and reputational risks, the true cost of layoffs is rarely limited to the employees who are let go. This article explores the less visible impacts of workforce reductions and offers insight into how organizations can plan more thoughtfully. 

When implementing a RIF, companies should have well-developed processes in place to ensure they prioritize compliance and compassion. In this article, we share the key factors organizations should consider when planning group terminations, layoffs, and workforce reductions.

With the right technology in place, companies can centralize employee offboarding. Specialized compliance software, like Onwards HR, can provide the efficiency and standardization needed to manage severance, reductions in force (RIFs), and legally-required documentation.

While layoffs may seem like the obvious answer to reduce headcount, many companies are considering creative alternatives like voluntary buyout programs.

When companies say goodbye to their most valuable assets—people—they’re losing more than just headcount; they’re parting ways with everything that person brought to the organization. Show you care, even during difficult times

The New Jersey WARN Act mandates that employers provide advance notice and other protections to employees in certain termination situations. Employers who fail to comply may face steep penalties, including an additional four weeks of severance pay.

In August 2024, a federal district court in Texas ruled that the Federal Trade Commission (FTC) cannot ban employers from requiring workers to sign non-compete agreements. State-level non-compete laws remain unaffected by the recent ruling.

Several states, including New York, have implemented laws commonly called mini WARN Acts, which provide greater protection than the federal WARN Act. 

A Separation Notice informs the Department of Labor whether the employee qualifies for unemployment benefits. In Georgia, employers are required to provide this form to all employees who leave the organization.

Are you a Georgia employer facing plant closures or mass layoffs? Ensure you’re compliant with the WARN Act. Learn about the WARN Act in Georgia, including its applicability and employer requirements.