Laid off in New York: the weekly benefit floor and ceiling ($140–$869, 26 weeks, uniform duration), where to file, and the two 60-day health-coverage windows

Day 0

File the unemployment claim in New York

The Department of Labor’s Significant Provisions of State Unemployment Insurance Laws, effective January 2026 prints New York’s weekly benefit amount as $140 minimum and $869 maximum; benefit weeks payable “Uniform duration 26” (page 4 of the PDF; fetched 2026-09-02, server Last-Modified Fri, 28 Aug 2026 12:34:47 GMT, SHA-256 6e78c921551a…, parsed by software — figures verbatim, footnote marks stripped). Your own weekly amount is set by the state from your wage record; the table gives the floor and the ceiling only, and this page does not estimate where you fall between them.

Where to file: CareerOneStop — unemployment benefits, New York — the U.S. Department of Labor’s finder, which names New York’s own filing site and phone number. New York’s own filing page was not individually verified for this build (the finder’s URL pattern was verified live 2026-09-02 for TX, CA, IL, NC, NJ, FL), so the federal finder is printed rather than a link we have not read.

Day 1

Book the American Job Center appointment

Find the center: CareerOneStop — American Job Centers in New York (U.S. Department of Labor; URL pattern verified live 2026-09-02 for IL, NC, NJ, TX). Eligibility for WIOA training money is determined there, in person.

“To be eligible to receive career services as a dislocated worker in the adult and dislocated worker programs, an individual must meet the definition of “dislocated worker” at WIOA sec. 3(15). Eligibility criteria for training services are found at § 680.210.”20 CFR 680.130 — eligibility as a dislocated worker (eCFR, title 20 up to date as of 2026-08-31) · fetched 2026-09-02

Before you go, the free finder at retrainmap.com/funding/ shows what is on New York’s WIOA training list, what each program cost and what it produced, from the Department of Labor’s own program index. Your local job center decides eligibility — this shows what is on the list and what it cost and produced, not whether you will be approved.

Day 2

Health coverage: two windows, both 60 days

Marketplace — HealthCare.gov says:

“You may qualify for a Special Enrollment Period if you or anyone in your household lost qualifying health coverage in the past 60 days OR expects to lose coverage in the next 60 days.” “You may qualify for a Special Enrollment Period if you lose health coverage through your employer, COBRA, or a family member’s employer plan, including if you're no longer covered as a dependent on a parent or guardian’s plan.” “When your COBRA coverage ends, you have 60 days to enroll in a Marketplace health plan through a Special Enrollment Period. This applies when your COBRA coverage expires or is no longer available, not if you voluntarily cancel it before it ends.”HealthCare.gov — Special Enrollment Period (Centers for Medicare & Medicaid Services) · fetched 2026-09-02

COBRA — the Department of Labor says:

“You have 60 days to enroll in COBRA, starting when your job-based coverage ends or when you receive a COBRA election notice--whichever is later.” “You usually pay the full premium amount, unless your employer agrees to cover some or all of it as part of your separation.” “COBRA provides temporary coverage to you and your dependents--usually up to 18 months. Certain life events can extend it to 36 months.”COBRA Continuation Coverage — U.S. Department of Labor, Employee Benefits Security Administration · read in a browser 2026-09-02

“Qualified individuals may be required to pay the entire premium for coverage up to 102% of the cost to the plan.”Continuation of Health Coverage (COBRA) — U.S. Department of Labor topic page · read in a browser 2026-09-02

Which of the two costs you less is arithmetic on your own premium notices; this page does not do it. The Department’s help line, as printed: “If you need further assistance, you can send us a message online or call (866) 444‑3272 and select option 2.”

Day 3

Check the WARN list for your employer

New York’s WARN list was not verified for this build — a gap, not a statement that none exists. The federal page: WARN Act Compliance Assistance — U.S. Department of Labor, Employment and Training Administration (read in a browser 2026-09-02): “The Worker Adjustment and Retraining Notification (WARN) Act helps ensure advance notice in cases of qualified plant closings and mass layoffs.”

What the federal rule requires, who it covers, and what counts as a mass layoff — quoted from the regulation:

“With certain exceptions discussed in paragraphs (b), (c) and (d) of this section and in § 639.9 of this part, notice must be given at least 60 calendar days prior to any planned plant closing or mass layoff, as defined in these regulations.”20 CFR 639.5 — When must notice be given? (eCFR, title 20 up to date as of 2026-08-31) · fetched 2026-09-02

“The term “employer” means any business enterprise that employs— (i) 100 or more employees, excluding part-time employees; or (ii) 100 or more employees, including part-time employees, who in the aggregate work at least 4,000 hours per week, exclusive of hours of overtime.”20 CFR 639.3 — Definitions: employer (eCFR, title 20 up to date as of 2026-08-31) · fetched 2026-09-02

“The term “mass layoff” means a reduction in force which first, is not the result of a plant closing, and second, results in an employment loss at the single site of employment during any 30-day period for: (i) At least 33 percent of the active employees, excluding part-time employees, and (ii) At least 50 employees, excluding part-time employees.”20 CFR 639.3 — Definitions: mass layoff (eCFR, title 20 up to date as of 2026-08-31) · fetched 2026-09-02

“Enforcement of WARN will be through the courts, as provided in section 5 of the statute. Employees, their representatives and units of local government may initiate civil actions against employers believed to be in violation of § 3 of the Act.”20 CFR 639.1 — WARN enforcement (eCFR, title 20 up to date as of 2026-08-31) · fetched 2026-09-02

Whether your employer owed notice, and what follows if it did not give it, is a question for the agency or a lawyer — this page shows where the list is and what the regulation says.