Family Medical Leave Act of 1993 (FMLA): MANDATORY for all Poster was updated April 2023. Download FMLA Poster

FLSA Federal Minimum Wage Poster: MANDATORY for all Poster was updated April 2023. Download FLSA Federal Minimum Wage Poster

Wisconsin Free Printable Labor Law Posters Posters Employee Rights Under Wisconsin's Business Closing/Mass Layoff Law Poster

 Employee Rights Under Wisconsin's Business Closing/Mass Layoff Law PDF

The Employee Rights Under Wisconsin's Business Closing/Mass Layoff Law is a labor law posters poster by the Wisconsin Department Of Workforce Development. This poster is mandatory for some employers, including employers with 50 or more employees.

This poster must be posted in a conspicuous place by all employers that employ at least 50 employees so that all employees can see it. This poster describes what a mass layoff is, who must provide advance notice of a mass layoff, whether or not employees are entitled to receive notice or not, and what employees can do if notice is not given of a mass layoff and just happens.

WI All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both Wisconsin and Federal poster requirements by clicking here .

ERD	-9006	-P (	R. 	05/2014	) 	
Employee Rights 	under	 Wisconsin’s	  	
Business Closing/Mass Layoff 	Notification 	Law	 	
Under Wisconsin law	 (Wis. Stat. 	§ 109.07)	, employees have certain rights and employers have certain 	
obligations to give proper	 notice to their employees and others before taking certain actions.	 	
W	hat is a “	business closing” or “mass layoff?”	 	
A “business closing”	 requires notice if there is a permanent or temporary shutdown of an employment site	 or 	of one or more 	
facilities or operating units at an employment site or within a single municipality that 	affects 25 or more employees (not 	
including “new” or “low	-hour” employees).	 	
A “mass layoff”	 requires notice if there is a reduction in the workforce that is not a “business closing” and which affects the 	
following number of employees (excluding new or low ho	ur employees) at an employment site or within a single municipality:	 	
1. 	At least 25% of the employer’s workforce or 25 employees, whichever is greater	 or 	
2. 	At least 500 employees.	 	
Employees are counted if their employment is terminated (not including discharges	 for cause, voluntary departures	, or 	
retirements), if they are laid off for more than 6 months, or if their hours are reduced more than 50 percent during each mon	th 	
of any 6	-month period, as the result of a business closing or mass layoff.  New or low	-hour 	employees 	- who have been 	
employed for fewer than 6 of the 12 months preceding the date on which a notice is required or who average fewer than 20 
hours of work per week 	- are 	not	 counted.	 	 
Who must provide notice and when?	 	
With certain exceptions, busines	ses employing 50 or more persons in the State of Wisconsin must provide written notice 60 	
days before implementing 	a “business closing” or “mass layoff” in this state.  The federal or state government (and their 	
political subdivisions), charitable	 or tax ex	empt institutions and organizations	, and independent contractors are not covered 	
under this law and do not have to provide notice.  Additional exceptions exist in various situations involving strikes or loc	kouts, 	
sales, relocation	s, temporary or seasonal em	ployment, unforeseeable circumstances, natural or man	-made disasters, 	
temporary cessation in operations, or businesses in financial trouble.	 	 
What employees are entitled to receive notice?	 	
Employees are entitled to receive notice if they are counted as par	t of “business closing” or “mass layoff.”  New or low	-hour 	
employees may also be entitled to receive notice in situations where there is a “business closing” or “mass layoff.”	 	 
What can employees recover if notice is required and not given?	 	
If an employer 	implements a “business closing” or “mass layoff” without providing required notice, an affected employee may 	
recover back pay and benefits for each day that required notice was not provided (up to a maximum of 60 days).  An affected 
employee may also recov	er attorney fees and costs in a lawsuit.	 	  
If you have questions regarding this law or wish to file a complaint, call or write	 us at	: 	
201 E WASHINGTON AVE ROOM A1	00	 	819 N 6th ST	 	
PO BOX 8928	 	ROOM 	723	 	
MADISON WI  53708 	 	MILWAUKEE WI  53203	 	 
Telephone: 	 	(608) 266	-6860	 	Telephone: 	 	(414) 227	-4384	 	
TTY:	 	(608) 264	-8752	 	TTY: 	 	(414) 227	-4081	 	 	
The Department of Workforce Development is an equal opportu	nity employer and service provider.  If you have a 	
disability and need to access this information in an alternate format or need it translated to another language, 
please contact us.

Other Wisconsin Labor Law Posters 4 PDFS

There are an additional nineteen optional and mandatory Wisconsin labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.

View all 20 Wisconsin labor law posters

Get a 2024 Wisconsin all-in-one labor law poster

Instead of printing out pages of mandatory Wisconsin and Federal labor law posters, you can purchase a professional, laminated all-in-one labor law poster that guarantees compliance with all Wisconsin and federal posting requirements. Fully updated for 2024!

Get 2024 All-In-One Poster Now

Poster Sources:


While we do our best to keep our list of Wisconsin labor law posters up to date and complete, we cannot be held liable for errors or omissions. Is the poster on this page out-of-date or not working? Please let us know and we will fix it ASAP.

** This Document Provided By **