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What is your RIF actually exposing you to?

WARN violations, defective releases, and adverse-impact claims from a single reduction in force can exceed seven figures in legal exposure. Enter your scenario below to see the numbers.

WARN ActADEA / OWBPATitle VIIState final-pay penalties
3,691WARN notices filed in the US in 2025
60 daysback pay per employee for a missed filing
$540k–$4.5Mclass action settlements, 2024–25

Quick start

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Your scenario

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Employees affected
75
10500
Average annual salary (blended)
Fully-loaded comp is calculated automatically at 1.3× salary
$85k
$40k$250k

Age & severance

Employees aged 40 or older
Determines ADEA / OWBPA scope — each person 40+ needs individual disclosures and a conforming release
40%
0%100%
Severance weeks per employee
Used to calculate OWBPA defective-release exposure — money spent that buys no protection if the release is void
8 wks
0 wks26 wks

WARN Act

Days of WARN notice given
The shortfall from 60 days is the exposure window. Drag to 0 to see full statutory exposure.
14 days
0 days60 days (full)

Exposure at risk

$1.8M

Total statutory exposure before mitigation, across WARN, age discrimination, severance releases, and final-pay penalties

Illustrative estimate. Not legal advice.

WARN is driving 82% of your exposure. Adding even 15 days of advance notice would cut that number by 33%.
WARN Act back pay$1.5M
ADEA / age discrimination$233k
OWBPA defective release$58.8k
State final-pay penalties$24.5k
WARNADEAOWBPAFinal pay

Exposure mitigated with People Plan

$1.5M

Risk eliminated through automated WARN notices, four-fifths screening, conforming OWBPA releases, and 50-state final-pay rules

WARN
90%$1.3M
ADEA / impact
55%$128k
OWBPA release
90%$53.0k
Final pay
90%$22.1k

Residual exposure remaining

$260k

ROI on Growth plan ($45.0k/yr)

34× ROI

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A PDF with your exposure breakdown, mitigation summary, and the assumptions behind every number. Built for the room where this decision gets made.

Methodology

How these estimates are calculated

WARN Act
90% mitigated

Back pay + burdened benefits for each affected employee, up to 60 days of notice shortfall. Formula: N × (salary × 1.3 ÷ 260) × max(0, 60 − notice_days). The largest single exposure driver at scale.

ADEA / age discrimination
55% mitigated

Individual filings: 5% of 40+ employees × $75k blended settlement. Class claim: 8% baseline probability × $1.5M — raised to 15% when multi-state with short notice.

OWBPA defective release
90% mitigated

15% of severance paid to 40+ employees is at risk of producing no legal protection — consideration period errors, revocation window mistakes, or missing ADEA disclosure exhibits void the release entirely.

State final-pay penalties
90% mitigated

10% late-pay rate × 10 penalty days × daily wage per affected employee. California waiting-time penalties alone can run 30 days. Multi-state increases the penalty-day assumption.

Illustrative exposure model based on statutory penalties and published settlement ranges. Coefficients represent industry baselines; adjust for your risk profile. Not legal advice.

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