City National Bank California Layoffs 2026: What Employees Should Know

What the filing says

These are the details as City National Bankreported 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.

City National Bank 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 26, 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. Every notice on this page 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 City National Bank. 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.

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

What the numbers show

• The 25 affected positions are in Los Angeles.
• They cover 2 separate addresses rather than a single site, so co-workers at different locations may have received different dates.
• The jobs do not all end on the same day. The filings list 4 separate last days of work, running from April 3, 2026 to June 26, 2026.
• The shortest gap between notice and last day here is 60 days, close to the statewide median of 61 days across every notice on file.
• The 25 workers leaving City National Bank re-enter a job market where Los Angeles County unemployment stood at 5.3% in June 2026, above the 5.2% statewide rate (Bureau of Labor Statistics, not seasonally adjusted).
• The filings came in waves: one notice in January 2026 covering 9 jobs, then 2 notices in March 2026 covering 12 jobs, then 3 notices in April 2026 covering 4 jobs.

These are counts and comparisons drawn from the published filings, not findings about City National Bank.

Free job-search help near Los Angeles

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 these filings.

• Downtown/Pico-Union WorkSource Center, Pacific Asian Consortium in Employment (opens in a new tab)

  1055 Wilshire Blvd, Los Angeles, CA 90017 · 213-353-1677

  Comprehensive center (full services on site) · about 0.3 miles from the Los Angeles 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 Los Angeles County around the same time

158 employers have WARN notices on file in Los Angeles County, covering 17,863 workers. These filed within about a quarter of this one.

• HRL Laboratories383 workers
• Snap Inc.320 workers
• Phillips 66298 workers
• Lodging Dynamics Hospitality Group, LLC278 workers
• Saks & Company LLC231 workers
• L.A. Care Health Plan225 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 City National Bank

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. 4 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 · 2026

  $550,000

  The affected employees are current and former non-exempt employees of City National Bank who worked in California. The court approved a settlement of PAGA representative claims for alleged wage-and-hour violations, including failure to pay wages, meal and rest break violations, and timekeeping issues. The settlement provides a gross payment of $550,000, with portions allocated to penalties, attorney fees, costs, and a service award. The employer does not admit liability.

  Covered all current and former non-exempt employees who worked in the State of California at any time during the PAGA Period from September 22, 2019 through January 31, 2026. The settlement resolved PAGA civil penalties only.

  Employees covered

  3,313

  Attorneys' fees

  $220,000

  Superior Court of the State of California, County of Los Angeles · 21STCV20000 · City National Bank denied liability; a settlement is not an admission.

• Proposed settlement · 2021

  $500,000

  Employees classified as exempt Credit Analysts and Credit Officers in California will receive a portion of a $500,000 settlement fund to resolve PAGA claims. The settlement resolves allegations that the employer violated California labor code provisions including those related to wages, meal and rest breaks, and expense reimbursement. The employer denies any wrongdoing or liability.

  Covered all individuals employed by Defendant in California and classified as exempt in Credit Analyst and Credit Officer positions who worked any time from February 5, 2019 through the earlier of: (1) the date the Court approves this Settlement, or (2) December 31, 2020. The settlement resolved PAGA civil penalties only.

  Employees covered

  384

  Attorneys' fees

  $125,000

  To the state (LWDA)

  $272,625

  Superior Court of California, County of San Francisco · cgc-20-588614 · City National Bank denied liability; a settlement is not an admission.

• Court-approved settlement · 2022

  $275,000

  California non-exempt employees alleged they were not properly paid for overtime, meal periods, sick pay, and shift pay, and that they received inaccurate wage statements and were denied rest periods. The court approved a settlement of PAGA claims only, resolving the dispute without any admission of liability.

  Covered California non-exempt employees who earned both shift pay and overtime in the same workweek during the period of April 9, 2019 through June 3, 2022; California non-exempt employees who earned both shift pay and meal period premiums in the same workweek during the period of April 9, 2019 through June 3, 2022; California non-exempt employees who earned both non-discretionary incentive wages and sick pay in the same workweek during the period of April 9, 2019 through June 3, 2022; California non-exempt employees who received a wage statement reflecting the payment of shift pay wages during the period of April 9, 2019 through June 3, 2022; and California non-exempt employees, who were assigned a company-issued radio, and worked at least one shift lasting 3.5 hours or more during the period of April 9, 2019 through June 3, 2022. The settlement resolved PAGA civil penalties only.

  Employees covered

  1,304

  Attorneys' fees

  $91,666

  To the state (LWDA)

  $118,789

  Superior Court of the State of California for the County of Los Angeles · 20STCV29761 · City National Bank denied liability; a settlement is not an admission.

One further settlement is on the record for this employer.

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.