Can't reach California Unemployment? Claimyr connects you to a live EDD agent in minutes.
Claimyr is a pay-as-you-go service. We do not charge a recurring subscription.
Using Claimyr will:
- Connect you to a human agent at the EDD
- Skip the long phone menu
- Call the correct department
- Redial until on hold
- Forward a call to your phone with reduced hold time
- Give you free callbacks if the EDD drops your call
If I could give 10 stars I would
If I could give 10 stars I would If I could give 10 stars I would Such an amazing service so needed during the times when EDD almost never picks up Claimyr gets me on the phone with EDD every time without fail faster. A much needed service without Claimyr I would have never received the payment I needed to support me during my postpartum recovery. Thank you so much Claimyr!
Really made a difference
Really made a difference, save me time and energy from going to a local office for making the call.
Worth not wasting your time calling for hours.
Was a bit nervous or untrusting at first, but my calls went thru. First time the wait was a bit long but their customer chat line on their page was helpful and put me at ease that I would receive my call. Today my call dropped because of EDD and Claimyr heard my concern on the same chat and another call was made within the hour.
An incredibly helpful service
An incredibly helpful service! Got me connected to a CA EDD agent without major hassle (outside of EDD's agents dropping calls – which Claimyr has free protection for). If you need to file a new claim and can't do it online, pay the $ to Claimyr to get the process started. Absolutely worth it!
Consistent,frustration free, quality Service.
Used this service a couple times now. Before I'd call 200 times in less than a weak frustrated as can be. But using claimyr with a couple hours of waiting i was on the line with an representative or on hold. Dropped a couple times but each reconnected not long after and was mission accomplished, thanks to Claimyr.
IT WORKS!! Not a scam!
I tried for weeks to get thru to EDD PFL program with no luck. I gave this a try thinking it may be a scam. OMG! It worked and They got thru within an hour and my claim is going to finally get paid!! I upgraded to the $60 call. Best $60 spent!
Ask the community...
- DO post questions about your issues.
- DO answer questions and support each other.
- DO post tips & tricks to help folks.
- DO NOT post call problems here - there is a support tab at the top for that :)
Join the conversation
Join the conversation
I'm dealing with something similar right now! My company announced they're closing in 6 weeks and HR has been "casually" asking people in individual meetings if they want to "make things easier" by resigning early. It's so manipulative - they know most people don't understand how this affects unemployment eligibility. I'm glad you posted this because it confirms what I suspected. Definitely waiting for the official layoff notice. Companies really show their true colors when they're going under, don't they?
@Carmen Lopez I m'so sorry you re'going through this too! It really is manipulative - they re'basically trying to trick people into giving up their rightful benefits. Stay strong and don t'let HR pressure you! The fact that they re'doing this in individual "meetings makes" it even more sketchy because they re'probably hoping people won t'compare notes. Definitely document those conversations if you can. We shouldn t'have to deal with these games when we re'already losing our jobs through no fault of our own. Hope everything works out for you!
This is exactly why we need more awareness about these predatory tactics! Companies going out of business often try every trick in the book to minimize their final costs, even if it means screwing over loyal employees. What you're describing is textbook unemployment avoidance - they know that voluntary resignations create hurdles for UI eligibility while layoffs due to business closure are automatic approvals. The fact that they're targeting you while you're dealing with a family medical emergency makes it even more disgusting. Stand your ground, document everything, and remember that you've earned those unemployment benefits through your payroll contributions over 3 years. Don't let them guilt trip you into giving up what's rightfully yours. Good luck with the call tomorrow - you've got this!
Join the conversation
I just wanted to update this thread in case someone else has the same question in the future. I ended up listing each production company separately with their unique info (name, address, dates worked) but used the same payroll company EIN for both since that's what was on my pay stubs. I spoke with an EDD rep who confirmed this was the correct approach. She said they need to see the actual employment periods for each job, and that using only the payroll company could result in an incorrect benefit calculation. Thanks everyone for your help!
Glad you got it sorted out! This is exactly the right approach. This will ensure all your work gets properly counted toward your benefit amount. Good luck with your claim!
This thread is so helpful! I'm a freelance writer who sometimes works through content agencies that handle payroll for multiple clients. I've been wondering about this exact same issue - whether to list the actual client companies I wrote for or just the agency that paid me. Sounds like the same principle applies - list each actual employer separately even if they all went through the same payment processor. The entertainment industry and freelance work have so many similar complications with EDD claims!
Yes, exactly the same principle! As someone who's dealt with both entertainment gigs and freelance writing through agencies, I can confirm you should list each actual client company separately. The content agency is just handling payments/payroll like Central Casting does for actors. EDD needs to see your complete work history with each actual employer to properly calculate your base period wages. It's frustrating that the system doesn't account for how common this setup is in gig work, but at least once you know the right way to report it, it's straightforward!
Join the conversation
Just went through this exact situation last month! Had a 3-week demolition job that paid way over my benefit amount. I kept certifying the whole time and it worked perfectly - reported my earnings honestly, got $0 payments those weeks, but my claim stayed active. When the job ended, I certified the following week with no work and boom, my regular benefits kicked right back in with zero delays or complications. The EDD system handled the transition automatically. Don't overthink it - just keep that certification schedule going every two weeks no matter what!
That's exactly what I was hoping to hear! It's reassuring to know the system actually works smoothly when you follow the process correctly. I was worried there might be some kind of manual review or delay when transitioning back, but it sounds like EDD's system is set up to handle these temporary work situations automatically. Thanks for sharing your recent experience - it gives me confidence that I'm making the right choice to keep certifying throughout my construction job.
I'm in a similar boat right now - just started a temp welding job that's paying way more than my weekly benefit amount. Reading all these responses has been super helpful! It sounds like the consensus is crystal clear: keep certifying no matter what. I was actually leaning toward stopping certification to "save myself the hassle" but now I realize that would create WAY more hassle later. It's good to know that EDD's system is designed to handle these temporary work situations and that the transition back to benefits is automatic when you're honest about your earnings. Thanks everyone for sharing your experiences - this community is a lifesaver for navigating EDD's confusing processes!
I'm so glad this thread helped you make the right decision! I was in the exact same position when I first started getting temporary work while on unemployment - it seems counterintuitive to keep certifying when you know you won't get paid, but everyone here is absolutely right that it's the way to go. The peace of mind knowing your claim stays active is worth those few minutes every two weeks to certify. Plus, like others mentioned, being honest about your earnings protects you from any potential issues later. Hope your welding job goes well, and it's great that you'll have that safety net ready to go when it ends!
Join the conversation
Thank you everyone for the helpful information! I appreciate all the explanations. It makes sense now why the claim starts on April 14th - the 2 weeks of vacation pay essentially pushed the start date. Frustrating, but at least we understand the system now. We'll adjust our budget accordingly and look forward to the regular payments starting after the waiting week.
I'm new here but going through something similar right now. My company laid me off last week and I also got vacation payout, so this thread is really helpful! One question - does the vacation payout delay apply even if your employer pays it out as a lump sum rather than allocating it to specific weeks? My HR said they're just putting it all on my final paycheck without specifying dates. Will EDD still push back my claim start date?
Welcome to the community! From what I've learned here, EDD typically looks at how many hours or days of vacation pay you received, not necessarily how it's reported on your paycheck. So if you got, say, 2 weeks worth of vacation hours as a lump sum, they'll likely still delay your claim by those 2 weeks. The key is the actual amount of vacation time you're being paid for. You might want to ask your HR department exactly how many vacation days/hours are included in that payout - that should give you an idea of how long the delay might be. Good luck with your claim!
Nolan Carter
I'm dealing with almost the exact same situation! My part-time retail job (18 hours/week) got cut to just 6 hours and I'm so confused by all the EDD requirements. Reading through these responses has been super helpful - especially about the "good cause" exception for part-time work restrictions. I didn't realize you could get documentation from a doctor for caregiving responsibilities. My situation is a bit different - I'm caring for my disabled sister - but it sounds like that might qualify too? Also really appreciate everyone sharing their experiences with actually getting through to EDD. I've been putting off calling because I keep hearing horror stories about wait times, but it sounds like I really need to push for that determination interview to get everything sorted out properly. Has anyone here had success with the good cause exception for family caregiving? I'm wondering what kind of documentation EDD typically accepts for that.
0 coins
Isaiah Sanders
•Yes, caring for a disabled family member absolutely qualifies for the good cause exception! I went through this process about 8 months ago when caring for my mom who has mobility issues. EDD accepted a letter from her doctor explaining her condition and need for regular assistance, plus a brief statement I wrote about my caregiving schedule. For your sister's situation, you'd want documentation from her doctor outlining her disability and care needs, and how that impacts your availability for work. Even if you don't have formal caregiver paperwork, a doctor's note explaining the level of care required and your role can work. The determination interview wasn't too scary once I had everything organized. The interviewer was actually pretty understanding when I explained the family situation with proper documentation. Just be clear about how many hours per week you need for caregiving and how that limits your work availability. Definitely push for that interview - it made all the difference in getting my partial unemployment approved while working reduced hours. Good luck!
0 coins
Evelyn Kim
I'm in a similar situation and this thread has been incredibly eye-opening! I've been working part-time at a small marketing agency (22 hours/week) and recently got my hours slashed to just 10 hours. Like many others here, I was totally confused by the "must be available for full-time work" requirement when I've been part-time by choice for over two years. What really resonates with me is the discussion about documenting everything. I'm also dealing with a job that's trying to change the fundamental terms - they want me to start doing cold calls and door-to-door sales when I was hired specifically for digital marketing work. It feels similar to the remote-to-in-person issue others have mentioned. Reading about the "good cause" exceptions gives me hope. I don't have caregiving responsibilities, but I am finishing my bachelor's degree part-time in the evenings, which is why I've always worked part-time hours. Does anyone know if being in school counts as a valid restriction for the part-time availability requirement? I'm wondering if I need documentation from my school as well. Thanks to everyone sharing their experiences - it's making me feel less alone in navigating this confusing system!
0 coins