Outplacement Services
in Arizona

DES's Rapid Response page gives its contact for WARN notices and questions as the State Rapid Response Coordinator, Workforce Solutions Administration, Arizona Department of Economic Security, and lists AZRapidResponse@azdes.gov as the email address. The same DES page states: "You may view the lists of companies who have issued WARN notices by using the search on the Arizona Job Connection website." That site calls itself AZ Job Connection and describes itself as "a web-based job-matching and labor market information system" and as "a service of the public workforce system." Its home page tells job seekers they can "Use filters to find your dream job and save your search or apply right away," "Upload your resume or make a new one from scratch with our resume wizard," and "Discover state- or federally funded training programs to enter a new career." Its WARN Search form can be filtered by employer name, city, ZIP, Local Workforce Development Area, start date, and end date. Under federal WARN, 29 U.S.C. 2101(a), a plant closing is the permanent or temporary shutdown of a single site of employment, or one or more facilities or operating units within a single site of employment, if the shutdown results in an employment loss at the single site of employment during any 30-day period for 50 or more employees excluding any part-time employees. A mass layoff is a reduction in force that is not the result of a plant closing and that results in an employment loss at the single site of employment during any 30-day period for at least 33 percent of the employees (excluding any part-time employees) and at least 50 employees (excluding any part-time employees), or at least 500 employees (excluding any part-time employees). The employer definition covers any business enterprise that employs 100 or more employees, excluding part-time employees, or 100 or more employees who in the aggregate work at least 4,000 hours per week (exclusive of hours of overtime). Under 29 U.S.C. 2102(a), an employer shall not order a plant closing or mass layoff until the end of a 60-day period after it serves written notice of the order to each representative of the affected employees or, if there is no such representative, to each affected employee, and to the State or entity designated by the State to carry out rapid response activities and the chief elected official of the unit of local government within which such closing or layoff is to occur. Under 29 U.S.C. 2102(d), employment losses for two or more groups at a single site of employment, each of which is less than the minimum number of employees specified for a plant closing or mass layoff but which in the aggregate exceed that minimum number, and which occur within any 90-day period, are considered to be a plant closing or mass layoff unless the employer demonstrates that the employment losses are the result of separate and distinct actions and causes and are not an attempt by the employer to evade the requirements of federal WARN. The statute also has provisions on reduced notice and on exemptions, and they are not described here. In October 2026, the Legislature's website search yielded no provision in the Arizona Revised Statutes placing a duty of advance notice on a private employer ahead of a business closing, mass layoff, or plant closing. Four items fell outside that search: the Arizona Administrative Code (which includes DES rules), city and county codes, other agencies' regulations, and collective bargaining agreements. A text search can also miss wording that departs from the phrases tried. This is general information rather than legal advice; confirm your specific obligations with employment counsel before setting a notification date.

A.R.S. 23-494 is directed at broadcast employers. Subsection A reads: "As a condition of employment, it is unlawful for a broadcast employer to require a current or prospective employee to agree to a noncompete clause." The statute defines "Broadcast employer" as "an employer that is a television station, television network, radio station or radio network." Searches of the Arizona Revised Statutes run in October 2026 for non-compete phrases returned no other statute on employee non-compete clauses, and the Arizona Administrative Code, local codes, and case law were outside those searches. The Arizona Supreme Court addressed a physician's covenant in Valley Medical Specialists v. Farber, 194 Ariz. 363, 982 P.2d 1277 (Ariz. 1999), and held that covenant unenforceable. Paragraph 20 of the opinion states: "A restriction is unreasonable and thus will not be enforced: (1) if the restraint is greater than necessary to protect the employer's legitimate interest; or (2) if that interest is outweighed by the hardship to the employee and the likely injury to the public." In paragraph 33, the court found that the physician practice's interest in enforcing the restriction was "outweighed by the likely injury to patients and the public in general." This answer rests on a single 1999 decision about a physician's covenant, and no later decision was reviewed. Consult Arizona employment counsel for enforceability questions.

A.R.S. 23-353(A) provides: "When an employee is discharged from the service of an employer, he shall be paid wages due him within seven working days or the end of the next regular pay period, whichever is sooner." Subsection A of A.R.S. 23-355 reads: "Except as provided in subsection B of this section, if an employer, in violation of this chapter, fails to pay wages due any employee, the employee may recover in a civil action against an employer or former employer an amount that is treble the amount of the unpaid wages." In that subsection, "this chapter" is Title 23, chapter 2 of the Arizona Revised Statutes. A.R.S. 23-772(D) states: "Each employer shall post and maintain printed statements dealing with claims for benefits in places readily accessible to individuals in the employer's service, and shall make available to each individual at the time the individual becomes unemployed a printed statement dealing with claims for benefits." In that subsection, "employer" is a term the Employment Security chapter defines, so whether it reaches a particular business depends on that definition. Whether and how these provisions reach a particular separation is a question for employment counsel.

DES's page "UI Benefit Claims, How Your Taxes Fund Benefit Payments" says: "The cost is applied as a 'charge' to each employer's experience rating account." It adds that when benefits are charged to an account, "This may affect how your tax rate is calculated for the next calendar year." The same page says: "The process of charging or non-charging benefits paid does not apply to a reimbursement employer." What DES describes therefore concerns an employer whose account is charged.

Yes. Relevante supports information technology and industrial and manufacturing organizations, the two categories on its industry list that cover this work. Its information technology page describes support for hardware and semiconductors teams, and its industrial page describes support for manufacturing organizations. Each participant is matched with a Certified Career Coach by industry, function, and level.

Yes. Healthcare is one of the industry categories on Relevante's list, and the coaching bench's credentials include direct healthcare-system CHRO experience. Relevante's healthcare page describes support for hospitals, health systems, payers, pharmaceutical, medical device, and digital health organizations.

Relevante's standard is first contact with each referred employee within 24 to 48 hours of receiving the referral. The Services Agreement is executed via DocuSign, no integration with the employer's IT systems is required, and there is no proprietary platform to provision. This is the normal operating mode at every engagement size, from a single executive separation to a multi-cohort reduction.

Relevante supports employers across financial services, healthcare, industrial and manufacturing, materials, information technology, utilities, energy, real estate, consumer staples, consumer discretionary, communication services, and nonprofit organizations. This page gives a card to each of four sectors: health care; semiconductors and advanced manufacturing; aerospace and defense; and construction and homebuilding. Outplacement is a functional discipline, so coaching depth transfers across sectors with similar functions.