Can EDD approve unemployment if fired due to a PIP (Performance Improvement Plan)?

Yes, you can absolutely apply for unemployment benefits even if you were let go due to a PIP. The key factor EDD looks at is whether your termination was due to "misconduct" - which has a specific legal definition in unemployment law. Generally, simply not meeting performance expectations does NOT count as misconduct. Misconduct typically involves willful disregard for your employer's interests - like intentionally breaking rules, excessive unexcused absences, insubordination, etc. Being unable to meet performance goals despite your best efforts is not misconduct. I recommend applying ASAP and being honest in your application. If your employer contests it (they might), you'll have an opportunity to explain your side during an eligibility interview. Make sure to emphasize that you tried your best to meet the requirements but they were unrealistic given your resources/situation.

omg i had the same thing happen! My manager put me on a PIP and i knew right away they were just building a case to fire me. Applied for EDD and got approved no problem. Just be honest about what happened

The key distinction EDD makes is between being fired for "misconduct" versus simply not meeting performance standards. Performance issues alone typically don't disqualify you from benefits. What matters in your case: 1. Were you genuinely trying to meet the PIP requirements? (sounds like yes) 2. Were the expectations objectively unreasonable? (document this if possible) 3. Did you communicate your challenges to management? (you mentioned you did) If your employer contests your claim, you'll have an eligibility interview. During this interview, be prepared to explain specifically why the PIP targets were unreasonable and how you attempted to meet them despite the challenges. Keep any documentation related to the PIP, your efforts to meet it, and any communication about resource constraints. These will be valuable if there's a dispute.

I got fired after a PIP at my last job (marketing agency) and I definitely got unemployment! My boss made me sign this long document saying I acknowledged my "poor performance" but EDD still approved me. The interviewer just asked if I tried my best to meet expectations and I said yes and explained the situation. Don't stress too much!

Since everyone's focusing on eligibility, I wanted to mention something practical: when you apply, expect to be initially denied if your employer contests it. This happens A LOT with performance-related terminations. Don't panic if this happens! You'll get scheduled for an eligibility phone interview - and this is where having your documentation ready is crucial. I've seen this play out dozens of times, and employees who can clearly articulate how they tried to meet expectations but couldn't due to factors outside their control usually win these cases. The problem is getting through to EDD if you have questions or need to follow up. After being unable to reach anyone for weeks when my claim was stuck in pending after my interview, I found a service called Claimyr (claimyr.com) that actually got me connected to an EDD agent without the endless busy signals. They have a demo video showing how it works: https://youtu.be/JmuwXR7HA10?si=TSwYbu_GOwYzt9km. Totally worth it for peace of mind.

BE CAREFUL HERE!!! The other comments are partially right but missing something important: it depends on WHY you were put on the PIP in the first place! If you were put on a PIP for things like chronic tardiness, insubordination, or breaking company policies, that could actually count as misconduct even if it was labeled as "performance issues." But if it was truly just not meeting sales quotas or coding deadlines or whatever metrics they set, that's different. Make sure you understand the REAL reason they put you on the PIP before you apply. Your employer might frame it differently than you expect when they respond to EDD.

has anyone gone through the phone interview for this kind of situation? how long did it take? i been waiting 3 weeks for mine!!

One more important thing to keep in mind: when you apply, you'll be asked to provide your reason for separation. Make sure you select "discharged/fired" rather than "quit" or anything else. Then, when explaining the circumstances, be straightforward but focus on facts rather than emotions. Something like: "I was terminated after being placed on a performance improvement plan. Despite my best efforts to meet the requirements, including [specific examples of what you did], I was unable to achieve the targets set by management. I believe the expectations were not reasonable given [specific constraints]." Avoid saying negative things about your former employer or supervisor, as this can sometimes work against you. Stick to the facts about what happened and how you tried to meet expectations.

Also, don't forget that if you're approved for benefits, you'll still need to meet ongoing eligibility requirements: 1. Certify for benefits every two weeks 2. Be able and available for work 3. Actively search for work (and document your search activities) EDD may ask for your work search records, so keep track of all job applications, networking, interviews, etc. This is especially important now that the work search requirement has been fully reinstated after the pandemic-era waivers expired. As for your original question - yes, based on what you've described, you should be eligible for benefits since failing to meet performance standards despite genuine effort is not considered misconduct. Apply right away since benefits are not retroactive beyond the week you apply.

I went through almost the exact same situation last year - got put on a PIP at a startup, couldn't hit their unrealistic growth targets, and got terminated after 8 weeks. I was terrified about applying for unemployment but it ended up being approved without any issues. The key is being completely honest about what happened. When I applied, I explained that I was terminated for not meeting performance goals despite my genuine efforts, and that the targets seemed unattainable given the market conditions and resources available. EDD didn't even contest it - I think because I had documentation showing I was actively trying to improve and communicating with my manager about the challenges. My advice: apply immediately, gather any emails or documents that show you were trying to meet the PIP requirements, and don't let your former employer's comments about "performance reasons" discourage you. Performance issues ≠ misconduct in EDD's eyes. You've got this!

I'm in a similar boat right now - just got terminated after a PIP at my marketing job three days ago. Reading through all these responses is giving me hope that I might actually qualify for benefits. My situation was almost identical to yours - they put me on a 60-day PIP with what I felt were impossible metrics to hit given our team was already understaffed after layoffs earlier this year. I documented everything and sent multiple emails to my manager explaining why the targets weren't realistic, but they wouldn't budge on adjusting them. I'm planning to apply for unemployment tomorrow after reading everyone's advice here. It's reassuring to hear from people who actually went through this process and got approved. The part about keeping documentation really resonates - I saved all my emails showing I was actively trying to problem-solve and meet expectations. Thanks for posting this question OP, and thanks to everyone who shared their experiences. This community is really helpful during such a stressful time!

I'm sorry you're going through this stressful situation! Based on what you've described, you should definitely apply for unemployment benefits. The fact that you were genuinely trying to meet the PIP requirements but they were unreasonable given your resources is exactly the kind of scenario where EDD typically approves benefits. A few practical tips from someone who's been through the system: 1. Apply TODAY - don't wait. Benefits aren't retroactive, so every day you delay is money lost. 2. When filling out the application, be factual but clear that you made good faith efforts to meet expectations. Mention that you communicated the resource constraints to management. 3. Keep all your documentation handy - emails about the PIP, your attempts to meet targets, communications about resource issues, etc. You might need these if there's an eligibility interview. 4. If your employer contests the claim (which is common), don't panic. The eligibility interview is your chance to tell your side of the story. The bottom line: failing to meet performance standards despite genuine effort is NOT misconduct under California unemployment law. You should be eligible for benefits. Don't let HR's comments discourage you from applying - they're not the ones who make the final determination. Hang in there, and apply as soon as possible!

Just wanted to add another perspective as someone who works in employment law - the California EDD has pretty clear guidelines about what constitutes "misconduct" versus performance issues. What you've described (being unable to meet PIP targets despite good faith efforts) typically falls under performance issues, not misconduct. The misconduct standard is quite high in California - it usually requires willful or wanton disregard of the employer's interests. Simply being unable to achieve performance metrics, especially when you've documented that the expectations were unreasonable given available resources, doesn't meet that threshold. Your documentation will be key if there's a dispute. The emails you mentioned where you explained the resource constraints to management will be particularly valuable. They show you were communicating proactively and trying to problem-solve rather than just failing to perform. One thing I'd add to the great advice already given: if you do end up in an eligibility interview, focus on the specific actions you took to try to meet the PIP requirements. Be concrete about what resources you requested, what alternative approaches you suggested, and how you attempted to work within the constraints you were given. The fact that you're worried about this situation actually works in your favor - it shows you take work seriously and weren't terminated due to any willful misconduct. Apply with confidence!

I just went through this exact situation 3 months ago and wanted to share my experience to hopefully ease your anxiety! I was put on a PIP at my software company for not meeting sprint velocity targets, even though our team was down 2 developers and we kept getting scope creep on every project. I applied for unemployment the day after I got terminated and was honestly terrified they'd deny me. But I got approved within about 10 days with no issues at all. My employer didn't even contest it, which surprised me since they made such a big deal about "performance issues" when they let me go. The key things that I think helped my case: - I had saved emails showing I repeatedly flagged resource constraints and unrealistic timelines - I documented all the extra hours I put in trying to meet the targets - I could show I was actively asking for help and trying different approaches When I filled out the application, I was completely honest about being fired for not meeting PIP goals, but I made sure to emphasize that I was making good faith efforts despite systemic issues beyond my control. Don't let them intimidate you with the "performance reasons" comment - that's just HR trying to discourage you from applying. The EDD looks at the full picture, not just the employer's narrative. Apply today and don't stress too much about it. You've got a strong case based on what you've described!

I'm going through something similar right now and this thread has been incredibly helpful! I was just placed on a PIP at my retail management job last week after missing some sales targets during the holiday season. The targets they set seem completely unrealistic given that we had major staffing shortages and supply chain issues that were totally out of my control. Reading everyone's experiences here is giving me hope that if things don't work out, I might actually have options. I'm documenting everything now - all my emails about the staffing problems, the extra shifts I've been covering, and my requests for additional support. One question for those who've been through this - should I be preparing for unemployment now while I'm still employed, or does that look bad if my employer finds out? I don't want to seem like I'm giving up, but I also want to be realistic about where this PIP might be heading. Thanks to everyone who's shared their stories - it's really reassuring to know that performance issues don't automatically disqualify you from benefits if you're genuinely trying your best!

I went through almost the exact same thing last year and can tell you that you absolutely should apply for unemployment! I was terminated after failing to meet my PIP goals at a marketing agency, and I was so scared they'd deny me because my manager kept emphasizing it was for "performance reasons." But here's the thing - I got approved without any issues. The EDD representative I spoke with during my eligibility interview made it very clear that they distinguish between genuine performance struggles and actual misconduct. Since you tried your best and even communicated that the expectations were unreasonable, that shows good faith effort on your part. My advice: apply immediately (benefits aren't retroactive), keep all your documentation about trying to meet the PIP requirements, and don't let HR's comments discourage you. They're not the ones making the final decision - EDD is. The fact that you genuinely tried but couldn't meet unrealistic targets with insufficient resources is exactly what unemployment insurance is designed to cover. I know it's stressful when you have bills coming due, but based on everything you've described, you should qualify. Don't wait - apply today!

I've been following this discussion and wanted to add some practical insights from my experience helping people navigate EDD claims. You're absolutely right to apply - performance-based terminations after PIPs are actually quite common and frequently approved for benefits. A few things that might help your case specifically: 1. The fact that you raised concerns about unrealistic expectations with management multiple times shows good faith effort 2. Your mention of insufficient resources is key - this demonstrates external factors beyond your control 3. Tech industry PIPs are notorious for setting unattainable metrics, and EDD reviewers are familiar with this pattern When you apply, be sure to mention that you requested additional resources/support during the PIP period. This shows you were actively trying to succeed rather than just going through the motions. Also, don't be surprised if the process takes a few weeks - tech companies often contest these claims initially, but most employees win on appeal when they can demonstrate genuine effort despite unreasonable expectations. Keep all your emails and documentation ready. You mentioned rent is due soon - definitely apply TODAY since there's a waiting period even for approved claims. The sooner you start the process, the sooner you'll see benefits if approved.

I'm so sorry you're dealing with this stress, especially with rent coming due! Based on everything you've described, you have a really strong case for unemployment benefits. The key thing that stands out is that you made genuine efforts to meet the PIP requirements and even proactively communicated about the resource constraints - that's exactly what EDD looks for when distinguishing between misconduct and performance issues. I went through a similar situation about 8 months ago (PIP at a startup, impossible sales targets, terminated after 7 weeks) and was approved for benefits without any contest from my employer. The documentation you mentioned having - emails about unrealistic expectations and resource constraints - will be incredibly valuable if there's an eligibility interview. Don't let HR's comments about "performance reasons" discourage you from applying. They're trying to manage their unemployment insurance costs, but they don't make the final determination. Apply today since benefits aren't retroactive, and be completely honest about what happened while emphasizing your good faith efforts to succeed. You've got this! The system is designed to help people in exactly your situation.

Hi Everyone! This is a great discussion. For those of you who had EDD eligibility interviews, how did you share documentation? Also, I have some documentation via Team messages, but most of it was verbal. How would that stack up? I am in the same boat. I was fired after two weeks of a supposedly month long PIP. I filed EDD after one week. I guess my employer contested because the EDD scheduled a interview with me. I see many people talking about sharing documentation with EDD. But it is unclear hoe this was shared. I hope I get an answer soon, because the interview is in a few days.

Hi Everyone! This is a great discussion. For those of you who had EDD eligibility interviews, how did you share documentation? Also, I have some documentation via Team messages, but most of it was verbal. How would that stack up? I am in the same boat. I was fired after two weeks of a supposedly month long PIP. I filed EDD after one week. I guess my employer contested because the EDD scheduled a interview with me. I see many people talking about sharing documentation with EDD. But it is unclear hoe this was shared. I hope I get an answer soon, because the interview is in a few days.

For the EDD eligibility interview, you can share documentation in a few ways: 1. **During the phone interview**: You can reference specific documents and read relevant portions aloud to the interviewer. They'll note this in their records. 2. **Email after the interview**: Many people email scanned copies or screenshots to the EDD office handling their case (the interviewer usually provides contact info). 3. **Fax**: EDD still accepts faxed documents - they'll give you a fax number during the interview. 4. **Mail**: You can mail copies to the address they provide, though this is slower. Regarding your Team messages vs verbal communications - don't worry! Even partial documentation helps. During the interview, be specific about the verbal conversations: "On [date], I told my manager that the timeline was unrealistic because..." The key is showing you made good faith efforts to communicate and succeed. Two weeks for a "month-long" PIP is actually a red flag that could work in your favor - it suggests they weren't giving you a genuine chance to improve. Be sure to mention that timeline discrepancy during your interview. The interviewer will ask about your efforts to meet expectations, so prepare specific examples of what you tried to do, even if it was mostly communicated verbally. Good luck with your interview!

I just wanted to say thank you to everyone who shared their experiences and advice on this thread! As someone who's never had to deal with unemployment before, I was honestly panicking about whether I'd even qualify after being terminated from my PIP. Reading through all these responses has been incredibly reassuring - especially hearing from people who went through almost identical situations and got approved. The distinction between "misconduct" and genuine performance struggles despite good faith efforts makes so much more sense now. I ended up applying yesterday and made sure to emphasize all the things you mentioned: how I communicated resource constraints to management, the specific steps I took to try meeting the PIP requirements, and why the targets were unrealistic given the circumstances. I also gathered all my email documentation showing my efforts to problem-solve and request additional support. For anyone else in a similar situation reading this - don't let HR's discouraging comments stop you from applying! This community really showed me that EDD looks at the full picture, not just the employer's narrative. Apply immediately since benefits aren't retroactive, be honest about what happened, and focus on demonstrating your good faith efforts. Hopefully my claim goes through smoothly, but if I end up needing that eligibility interview, I feel so much more prepared thanks to everyone's advice. This thread should honestly be pinned as a resource for others going through PIP terminations!

I'm really glad I found this thread! I'm currently dealing with a very similar situation - got put on a PIP at my marketing company about a month ago and I can already tell the targets they set are pretty much impossible given our current team size and budget constraints. Reading through everyone's experiences is giving me a lot of hope that if things don't work out (which seems likely), I might actually have a shot at getting unemployment benefits. I had no idea that EDD distinguishes between misconduct and genuine performance issues - I always thought getting fired for any reason would disqualify you. I'm already starting to document everything like you all suggested - saving emails where I've raised concerns about resource limitations, keeping track of all the extra effort I'm putting in, and documenting my communications with management about why certain goals aren't realistic. One question for those who've been through this - should I be careful about how I phrase things in emails to my manager while I'm still trying to meet the PIP requirements? I want to show I'm making genuine efforts, but I also don't want to sound like I'm already planning for failure. Thanks to everyone for sharing such detailed advice and experiences. It's really reassuring to know there's support out there for situations like this!

I'm going through a similar situation right now and this entire thread has been incredibly helpful! I was just terminated last week after being on a PIP for 45 days at my software company. Like many of you mentioned, the targets they set seemed completely unrealistic given that our team was already stretched thin and we were dealing with major technical debt issues. What really resonates with me is how many people emphasized the importance of documentation. I'm so glad I saved all my emails where I explained to my manager why certain sprint goals weren't achievable with our current resource constraints. I also documented all the extra hours I put in and the alternative solutions I proposed. I applied for unemployment benefits yesterday after reading through all your experiences, and I'm feeling much more confident about my chances. The distinction everyone explained between "misconduct" and genuine performance struggles really helped me understand that I'm not automatically disqualified just because I was fired. For anyone else in this situation - don't let your employer's discouraging comments about "performance reasons" stop you from applying. Based on all the success stories shared here, it seems like EDD really does look at whether you made good faith efforts, not just the end result. Apply as soon as possible since benefits aren't retroactive! Thanks to everyone for sharing such detailed advice and personal experiences. This community support during such a stressful time means so much!