California layoffs / Marathon Staffing Solutions

Marathon Staffing Solutions California Layoffs 2025: What Employees Should Know

Marathon Staffing Solutions has 2 layoff notices on file with California's Employment Development Department (EDD) under the state's Worker Adjustment and Retraining Notification (WARN) Act, covering 71 jobs in Tehama County, Yolo County. That is what the state has published since July 2025, not an all-time total. If you were one of them, here is what the filing says, how much notice the law asks for, and what to look at before you sign anything.

What the filing says

These are the details as Marathon Staffing Solutions reported them to the state. The EDD publishes every notice, and this page reflects the data as of Jul 31, 2026.

Location	County	Notice given	Jobs end	Workers	Type
West Sacramento	Yolo County	Aug 5, 2025	Oct 7, 2025	62	Layoff Permanent
Corning	Tehama County	Aug 5, 2025	Oct 7, 2025	9	Layoff Permanent

How much notice the law requires

California's WARN Act requires 60 days of advance written notice before a covered mass layoff. What makes the California version unusual is how few ways out it gives an employer. The only statutory exception is a physical calamity or an act of war. Federal law has three exceptions, including one for unforeseeable business circumstances, and the California Legislature deliberately declined to copy them.

What this filing shows

The shortest gap in these filings is 63 calendar days between the notice date and the date the jobs end. That is at or above the 60 days the statute describes.

This is a fact drawn from the public filing, not a conclusion that anyone broke the law. The date an employer records is not always the date workers were told, employers of different sizes are covered differently, and exceptions can apply. Whether it means anything in your case is exactly what a free consultation sorts out.

Marathon Staffing Solutions severance: what to check before you sign

A severance offer is not the same thing as the notice pay the WARN Act describes, and an employer cannot use one to satisfy the other. A release may also give up more than you expect, and an arbitration agreement you signed at hire can affect where a dispute is heard. Read our full guide to the California WARN Act before you decide, and consider having the paperwork looked at.

Two things worth doing this week either way. File for unemployment now, because WARN money does not reduce it. And keep every document, including the notice itself and anything showing when it arrived.

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Questions people are asking

What is the Marathon Staffing Solutions severance package?

The WARN notice Marathon Staffing Solutions filed with the state does not list severance terms, and we do not publish any employer's package. A WARN notice reports how many jobs end, where, and when. Severance is a separate contract offered at the employer's discretion. California law does not require it, and an employer cannot use contractual severance to satisfy what the WARN Act requires, so being offered a package does not by itself answer whether notice pay is also owed. If you have an offer in hand, the terms in front of you are the ones that matter, and they are worth reading closely before the deadline on them runs.

Am I owed severance from Marathon Staffing Solutions?

California law does not require severance on its own, and a severance offer is a separate thing from WARN pay. An employer cannot use contractual severance to satisfy its WARN obligation, so being offered a package does not answer whether notice pay is also owed.

Does taking the severance reduce what I could recover?

It depends on why the money is being paid. Severance the employer was already obligated to provide — under a contract, a policy, a benefit plan, or a union agreement — cannot be set against what the WARN Act requires. A payment that is genuinely voluntary and unconditional, one the employer had no legal obligation to make, can reduce that liability. Wages for work you actually performed during the notice period are not voluntary severance at all. Which category an offer falls into is a question about the document in front of you, not about the layoff, and it is one of the better reasons to have the paperwork read before the deadline on it runs.

What if I did not get 60 days of notice?

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. That is far narrower than federal law, which has three exceptions. The shortest gap in these filings is 63 days, at or above the 60 the statute describes. Notice can still fall short in practice if it did not reach you when the filing says, or if it lacked what the statute requires it to contain.

Can I still collect unemployment?

Yes. Under Labor Code section 1407, WARN-related payments are not treated as wages for unemployment purposes, so they cannot be used to deny or reduce your benefits in California. You do not have to wait for your last day — the filings here run through Oct 7, 2025 — and filing early is generally better than filing late.

Does taking a new job hurt my claim?

No. Wages you earn at a new job during the notice period do not reduce what a former employer may owe under WARN. You do not need to delay a job search to protect a claim.

How long do I have to act?

Generally three years. The federal WARN Act sets no limitations period of its own, so courts borrow the closest state deadline, which in California is the three-year period for a liability created by statute. The clock starts when you suffer an employment loss, not when the notice went out. Measured from the last day of work in these filings, Oct 7, 2025, three years runs to about Oct 7, 2028. If this was a layoff rather than an outright termination, the loss may not count until the layoff has lasted more than six months, which can start the clock later still. Treat all of it as an outer edge rather than a plan. Other claims arising from the same layoff run much shorter, and a severance offer usually carries its own deadline measured in days.

What has been reported

Press coverage of this layoff, summarized and attributed. This is reporting rather than the filing itself, and we did not independently verify it.

Marathon Staffing, a staffing agency operating from West Sacramento that marketed itself on placing job seekers in less than 24 hours, is cutting 71 positions across Northern California after filing a WARN notice with state regulators, Hoodline reported.

Hoodline noted the company has operated for over 30 years supplying temporary, contract and direct-hire employees, maintains more than 20 locations nationwide, and had expanded in January 2025 by acquiring Temps Plus Staffing; the cuts come amid a broader wave of Northern California layoffs hitting retail and the support industries that serve it.

Details worth knowing

Affected workers will have access to state unemployment services and workforce development programs, and the California Employment Development Department's Rapid Response teams share information about adult and dislocated worker services available under Title I of the Workforce Innovation and Opportunity Act, according to Hoodline.

Sources: Hoodline (opens in a new tab)

What the numbers show

The filings name 2 locations: West Sacramento and Corning.
They cover 2 separate addresses rather than a single site, so co-workers at different locations may have received different dates.
Within Yolo County, this accounts for 7% of all workers covered by WARN notices on file, across 9 employers.
The 71 workers leaving Marathon Staffing Solutions re-enter a job market where Yolo County unemployment stood at 5.6% in June 2026, above the 5.2% statewide rate (Bureau of Labor Statistics, not seasonally adjusted).
All 2 notices are dated within a single month, August 2025, which reads as one event reported site by site rather than a rolling reduction.

These are counts and comparisons drawn from the published filings, not findings about Marathon Staffing Solutions.

Free job-search help near the affected sites

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; these are the closest to the sites in these filings.

YoloWorks! Career Center-West Sacramento (opens in a new tab)
500 Jefferson Blvd, West Sacramento, CA 95605 · 916-375-6307
Affiliate center (partial services) · about 1.6 miles from the West Sacramento site
Glenn County Community Action Department (opens in a new tab)
125 East Walker Street, Orland, CA 95963 · 530-865-6165 or 1-800-287-8711
Comprehensive center (full services on site) · about 12.5 miles from the Corning 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 Yolo County around the same time

9 employers have WARN notices on file in Yolo County, covering 950 workers. These filed within about a quarter of this one.

Republic National Distributing Company1,756 workers
Manna Beverages MBV-CA LLC638 workers
Downtown Streets, Inc.111 workers
Clark Pacific65 workers
US Foods, Inc.48 workers

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

Key points

Each point is explained and sourced above · Verified July 31, 2026

Workers affected · Tehama County, Yolo County · published since July 2025
71
CA EDD WARN report
Notices filed · California · published July 2025 to July 2026
2
CA EDD WARN report
Jobs end · As filed
Oct 7, 2025
CA EDD WARN report
Days between notice and last day · Arithmetic on two published dates
63 calendar days
CA EDD WARN report
Yolo County unemployment rate · vs 5.2% statewide, not seasonally adjusted
5.6% (June 2026)
BLS Local Area Unemployment Statistics
Notice California law describes · California
60 days before a covered mass layoff
Lab. Code § 1401
Available exceptions · California
Physical calamity or act of war only
Lab. Code § 1401

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About this data

Where it comes from. Every figure on this page is reproduced from the WARN report the California Employment Development Department publishes at edd.ca.gov (opens in a new tab), retrieved Jul 31, 2026. Employers file these notices with the state, and the state publishes them as a public record.

We make no representation that it is accurate or complete. We reproduce the state's file as published and do not independently verify it. Notices are amended and withdrawn, employers correct their own filings, layoffs are called off, and the published report can lag or contain errors. Nothing here is a substitute for the EDD's own record, and if the two disagree, the EDD's is the one that counts.

How employers are grouped. The EDD's report lists one row per notice and often names the same employer several ways — with a store or site number, a warehouse code, a per-location name, or a spelling variation. This tracker groups those filings under one employer so a company's notices appear on a single page; every underlying filing still appears as its own row in that page's table. The grouping is ours, not the EDD's, and it never combines differently named companies, even ones related through ownership.

Nothing here says an employer did anything wrong. Filing a WARN notice is what the law asks an employer to do, so appearing in this data reflects compliance with the notice requirement rather than a violation of it. Where we show the number of days between a notice and the last day of work, that is arithmetic on two published dates and not a legal conclusion. The date recorded in a filing is not necessarily the date employees were told, employers of different sizes carry different obligations, and statutory exceptions can apply. Whether any particular layoff complied with the law is a fact-specific question that this page does not answer.

This page is general information about California law, not legal advice, and reading it does not create an attorney-client relationship. It is not affiliated with, endorsed by, or sponsored by Marathon Staffing Solutions, and any company names are used only to identify publicly filed notices.

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