LaborSpeak: Two Minutes on the FTC’s Proposed Ban on Non-Compete Agreements

On October 1, 2025, California amended its existing mini-WARN Act, imposing on employers, who are conducting a mass layoff, termination, or relocation of its workforce, an additional obligation to include specific information in their WARN notices.    

For employers, the increasing number of pay transparency laws create a patchwork of additional requirements with which they must comply, and employers in Vermont, Massachusetts, Cleveland, and Delaware should be aware of recent and upcoming changes in this area.

In this installment we explore how the FTC voted to drop appeals defending its nationwide ban, but also launched an enforcement action against non-compete agreements, and sent letters to several large healthcare employers and staffing firms urging them to review their non-compete agreements.

Recently, Ohio enacted its own “mini” WARN Act, which largely mirrors the federal WARN Act, but, as of September 29, imposes some additional requirements on employers. Similar to the federal WARN Act, Ohio’s “mini” WARN Act requires that employers provide at least 60 days’ advance written notice to employees affected by a plant closing or a mass layoff.