Best Formulations PC, LLC California Layoffs 2026: What Employees Should Know

What the filing says

These are the details as Best Formulations PC, LLCreported them to the state. The EDD publishes every notice, and these figures come from the state's report as retrieved on Aug 13, 2026.

How much notice the law requires

California's WARN Act requires 60 days of advance written notice before a covered mass layoff, and its only statutory exception is a physical calamity or an act of war — far narrower than federal law's three. Who is covered and how the thresholds are counted is in our California WARN Act guide.

Best Formulations severance: what to check before you sign

A severance offer is not the notice pay the WARN Act describes. Severance you were already promised — in a contract, a handbook, or a union agreement — cannot be used to satisfy that obligation, though Labor Code section 1402 does let an employer reduce a back-pay award by voluntary payments it was never required to make. A release may also give up more than you expect. Justin reviews severance agreements before workers sign. What to check before you decide is in our full guide to the California WARN Act.

Two things worth doing this week either way. File for unemployment now — WARN money does not reduce it, and the filings here run through Jun 15, 2026, so you do not have to wait for your last day. And keep every document, including the notice itself and anything showing when it arrived.

What your notice was required to include

Timing is only half of what Labor Code section 1401 asks for. The notice itself has to contain specific things, and California added most of this list for notices issued on or after January 1, 2026. This notice falls after that date. If you kept your copy, read it against the full six-item checklist in our WARN Act guide — everything federal law requires, whether transition help is being coordinated, working contact details for your workforce board and for the employer itself, and CalFresh information.

Source: Labor Code section 1401, as amended by SB 617, effective January 1, 2026. A notice missing something from that list is not automatically a violation with a remedy attached — whether a gap matters depends on the employer, the action, and what else happened.

Questions people are asking

Where a layoff can raise a legal question

A layoff is lawful on its own, and nothing below is a statement about Best Formulations. These are the places California law can still come into play, depending on the facts of your own situation.

• The severance you were asked to signA release can give up claims you did not know you had, and the terms are sometimes negotiable.
• How you were selectedA reduction in force still cannot be used to cut someone for a protected reason such as age, disability, pregnancy, or a complaint they made.
• Your final paycheckCalifornia sets when final wages are due at termination, and unpaid time or accrued vacation can carry penalties on top of the wages.
• The length of the notice periodWhere a notice period turns out to fall short of what the law required, the question usually belongs to everyone in the same position rather than to one person.

General information about California law, not legal advice, and reading it does not create an attorney-client relationship.

What the numbers show

• The 32 affected positions are in Huntington Beach.
• The notice is filed as a closure rather than a partial reduction, meaning the site itself is shutting down.
• The shortest gap between notice and last day here is 59 days, close to the statewide median of 61 days across every notice on file.
• The 32 workers leaving Best Formulations PC, LLC re-enter a job market where Orange County unemployment stood at 4.1% in June 2026, below the 5.2% statewide rate (Bureau of Labor Statistics, not seasonally adjusted).

These are counts and comparisons drawn from the published filings, not findings about Best Formulations.

Free job-search help near Huntington Beach

America's Job Center of California is the state's no-cost network for laid-off workers: help filing and keeping unemployment benefits, federally funded retraining, and résumé and interview coaching. Your WARN notice may name one; this is the closest to the site in this filing.

• Orange County Workforce Solutions Center Joint Forces Training Base Los Alamitos (opens in a new tab)

  11206 Lexington Drive, Los Alamitos, CA 90720 · 866-500-6587

  Affiliate center (partial services) · about 3.8 miles from the Huntington Beach site

Locations and hours change — confirm before visiting, or find another center with the EDD's center locator (opens in a new tab). Directory: U.S. Department of Labor, Jul 31, 2026; distances are straight-line from the address in the filing.

Other layoffs filed in Orange County around the same time

64 employers have WARN notices on file in Orange County, covering 7,189 workers. These filed within about a quarter of this one.

• Foreside Home Care & Nursing300 workers
• Supernal, LLC296 workers
• Saks & Company LLC231 workers
• FM Restaurants HQ, LLC148 workers
• Crittenton144 workers
• De La Pena Eye Clinic136 workers

Listed because they appear in the same county in the same public data. No connection between these employers is implied.

California wage claims filed against Best Formulations

California employers face claims under the Private Attorneys General Act (PAGA), which lets an employee sue for civil penalties over Labor Code violations on behalf of the state. The state publishes every filing. 2 PAGA cases naming this employer are on that record, including the settlements below.

These are outcomes in other people’s cases, obtained by other lawyers, taken from the state’s public filing record. They are not results of this firm, and past results do not guarantee a similar outcome. What any individual recovers depends on their own hours, pay records, and dates.

• Court-approved settlement · 2022

  $600,000

  Workers who were non-exempt employees of Best Formulations and Ultimate Formulations in California will receive payments from a $600,000 settlement. The court approved the settlement, which resolves wage-and-hour claims brought under the Private Attorneys General Act. The settlement covers claims for missed meal and rest breaks, unpaid wages, and other alleged labor violations. No one objected or opted out of the settlement.

  Covered All current and former non-exempt employees who have worked for Defendants Best Formulations, Inc. and Ultimate Formulations, Inc., dba Best Formulations in California during the time period of January 14, 2015, through August 9, 2020 (the "Class Period").. The settlement resolved class claims as well as PAGA penalties.

  Employees covered

  555

  Attorneys' fees

  $200,000

  To the state (LWDA)

  $15,000

  Superior Court of the State of California, for the County of Los Angeles · 19STCV01046 · Best Formulations denied liability; a settlement is not an admission.

• Proposed settlement · 2025

  $215,000

  Current and former hourly, non-exempt employees of Best Formulations, a contract manufacturer of nutritional supplements, alleged they were not paid for all hours worked, denied meal and rest breaks, and not reimbursed for business expenses. The parties agreed to settle the PAGA-only claims for $215,000, with the employer denying any wrongdoing. The court is asked to approve the settlement, which would pay penalties to the LWDA and the aggrieved employees.

  Covered a person currently or formerly employed by Defendant in California and classified as an hourly-paid, non-exempt employee who worked for Defendant during the PAGA Period (August 8, 2022 to February 8, 2025). The settlement resolved PAGA civil penalties only.

  Employees covered

  561

  Attorneys' fees

  $71,666

  To the state (LWDA)

  $88,969

  Superior Court of the State of California, County of Los Angeles · Best Formulations denied liability; a settlement is not an admission.

A PAGA case is not a class action, and there is nothing to opt out of. A PAGA settlement resolves civil penalties owed to the state — most of which the state keeps — and it does not necessarily resolve your own unpaid wages, missed break premiums, or final-paycheck penalties. If you worked here and were not paid correctly, that is a separate question worth asking about. How California wage claims work.