Can I claim EDD benefits if I quit before company relocates out of state?

Yes, you should qualify for unemployment because this counts as a "good cause" quit. When your employer relocates beyond a reasonable commuting distance, EDD considers this a compelling reason to leave. You don't technically have to wait until they move - you can quit now and explain in your application that your job is being eliminated through no fault of your own due to relocation. Make sure to document EVERYTHING. Get the relocation announcement in writing, any emails about the inadequate relocation package, etc. When you file, be very clear that continuing employment would require relocating out of state which presents undue hardship (family obligations, cost, etc). EDD will likely contact your employer to verify.

DONT QUIT WITHOUT TALKING TO EDD FIRST!!!! My brother did this exact thing when his company moved to Texas and they DENIED his claim!!!! Said he "voluntarily quit" and had to fight it for MONTHS!!!! The system is RIGGED against workers!!!!

i was in this same boat in 2022!! my job moved 2 oregon & i couldnt go. i did unemployment no problem but wait till they give OFFICIAL notice of the move date. they made me wait till 2 weeks before the actual move date to quit, still got benefits tho

Here's what you need to know about quitting before a company relocation: 1. Under California unemployment insurance code, when an employer relocates beyond a reasonable commuting distance, this creates "good cause" for voluntary resignation. 2. Document everything! Get written confirmation of: - The relocation announcement with dates - The inadequate relocation package offered - Your attempt to negotiate a workable solution - Any changes in workplace conditions 3. When you quit, submit a formal resignation letter explicitly stating you're leaving due to the company relocation creating undue hardship. 4. On your EDD application, be very specific that your quit was due to employer relocation. Don't just mark "voluntary quit" without explanation. 5. You technically can quit now, but waiting until closer to the move date strengthens your case. Consider requesting reduced hours to job search if possible.

I tried to call EDD to ask a similar question about my situation and it was IMPOSSIBLE to get through. "We're experiencing high call volume" for weeks! So frustrating when you need actual answers to complicated situations like this.

just make sure u dont say u quit to look 4 other jobs!! my friend did that & got denied even tho the company was moving. u HAVE to say its bcuz of the relocation!!

wait but won't u get more money if u wait till they lay u off officially? that seems better than quitting early

Update: I spoke with HR today and they confirmed in writing that my position won't exist in California after March 15th. They also stated they understand if employees can't relocate and would "process the separation as a layoff due to business necessity" if I stay until at least February 1st. Does this change anything about my unemployment eligibility? Would it be better to wait until Feb 1st and get the official layoff rather than quitting now?

Something similar happened at my last company. If they officially process it as a layoff, make sure to ask for a formal layoff letter stating the reason is due to business relocation. This will make your EDD application seamless. I'd personally wait until February 1st since it's only 6-7 weeks away, but use this time to update your resume and start networking. My employer gave us 3 months notice and I used the first month to prep while still getting paid, then got laid off officially, which gave me both unemployment and severance while job hunting.

congrats!! that layoff letter is like gold for EDD!!

This is such a relief to read your update! Getting that official layoff classification is definitely the way to go if you can wait until February 1st. I went through something similar when my company moved operations to Nevada in 2020. A few things that helped me during that transition period: 1. Use your remaining time there wisely - network internally, ask for LinkedIn recommendations from colleagues before they scatter, and get copies of any work samples you might need for interviews. 2. Consider reaching out to recruiters now so you're in their pipeline for January/February openings. Many companies have hiring freezes in December but ramp up in Q1. 3. If your company offers any career transition services or job placement assistance, take advantage of it! Mine provided resume writing help and interview coaching. 4. Document everything about your role and achievements while it's fresh - this will help with interview prep later. You're in a much better position now knowing they'll classify it as a layoff. The job market in California has been pretty strong in most sectors, so hopefully you'll find something great before you even need to file for unemployment!

Wow, this thread has been incredibly helpful! I'm actually in a very similar situation - my company announced they're moving our department to Texas next year and I've been stressed about the unemployment eligibility question. @Dmitri Volkov - your update about HR confirming they'll process it as a layoff is huge! That's so much better than having to prove good cause for quitting. I'm going to reach out to my HR department to see if they'll give me similar confirmation in writing. For anyone else dealing with company relocations, it seems like the key takeaways are: 1. Get everything in writing from your employer 2. Document the relocation announcement and inadequate assistance 3. If possible, wait for official layoff classification rather than quitting early 4. Use the transition time to prep for job hunting while still getting paid Thanks everyone for sharing your experiences - this community is amazing for navigating these complicated EDD situations!

This whole thread has been so educational! I'm dealing with a similar situation where my employer is consolidating operations to another state. Reading through everyone's experiences really clarifies the process. One thing I wanted to add for anyone in this situation - if your company offers any kind of "stay bonus" or retention incentive to work through the transition period, make sure you understand how that might affect your unemployment timing. My company offered a small bonus for staying until the final closure date, but I want to make sure accepting it won't complicate my EDD claim later. @Dmitri Volkov - your situation sounds like it worked out as well as it possibly could under the circumstances. Getting that layoff classification removes so much uncertainty from the process. Really smart move getting everything documented with HR! For anyone else reading this who might be in early stages of a similar situation, I'd recommend starting that documentation process immediately. Even informal emails or meeting notes can be valuable evidence later. Better to have too much documentation than not enough when you're dealing with EDD.

This thread has been incredibly informative! I'm not dealing with a relocation situation myself, but I work in HR and wanted to add some perspective from the employer side that might help others. When companies announce relocations, they're often required by state law to provide advance notice (WARN Act requirements). This creates a paper trail that's very beneficial for unemployment claims. If your employer hasn't mentioned WARN Act notifications, it's worth asking HR about them - they're public record and provide excellent documentation. Also, for anyone in this situation, don't be afraid to negotiate with your employer during the transition period. Many companies will work with employees on flexible schedules, remote work options, or extended notice periods to help with job searching. They know they're disrupting people's lives and often have more flexibility than they initially offer. @Dmitri Volkov - your HR department handled this really well by offering the layoff classification. That's exactly how responsible employers should manage these transitions. Best of luck with your job search!

This entire thread has been incredibly valuable! As someone who went through a similar company relocation situation last year, I want to emphasize how important it is to stay organized throughout this process. @Dmitri Volkov - you're in such a better position now with that official layoff classification! That removes almost all the uncertainty from your EDD claim. A few additional tips based on my experience: 1. Create a dedicated folder (physical and digital) for all relocation-related documents - you'll be surprised how much paperwork accumulates 2. Keep a timeline of events with dates - this helps tremendously when filling out EDD forms later 3. If your company provides any job placement services or career counseling during the transition, take advantage of them even if they seem basic 4. Consider reaching out to former colleagues who may have already landed elsewhere - internal referrals can be incredibly valuable The job market timing actually worked in my favor since I had advance notice to prepare while still employed. Used that time to refresh my skills, update certifications, and build my network. By the time I was officially laid off, I already had several promising leads. Hope your job search goes smoothly and you find something even better than what you're leaving behind!

This thread has been absolutely invaluable! I'm currently facing a very similar situation where my company is relocating our entire division to Florida in April 2025. Reading through everyone's experiences, especially @Dmitri Volkov's journey from panic to getting that golden layoff classification, has been incredibly reassuring. I'm definitely going to follow the advice here and approach our HR department about getting written confirmation of how they'll handle employees who can't relocate. The documentation tips from everyone are spot on too - I've already started a folder with the initial relocation announcement. One thing I wanted to add that might help others: if your company uses any employee communication platforms (like Slack, Teams, etc.), make sure to save screenshots of any relocation-related announcements or discussions there too. Sometimes informal communications can be just as valuable as formal documentation. @Ava Martinez - your point about this potentially leading to better opportunities is so important to remember. It's easy to get caught up in the stress and forget that this could actually be a chance for career growth. Thanks to everyone who shared their experiences - this community is amazing for navigating these complex situations!

This thread has been such a lifesaver! I'm dealing with almost the exact same situation - my company announced they're moving our operations to Nevada in June 2025, and like many others here, I can't relocate due to family obligations and the inadequate relocation package they offered. Reading through @Dmitri Volkov's experience and seeing how it evolved from panic to getting that official layoff classification gives me so much hope. I'm definitely going to reach out to HR next week to see if they'll provide similar written confirmation about processing separations as layoffs for employees who can't relocate. The documentation advice from everyone has been incredibly helpful too. I've been saving everything but hadn't thought about some of the suggestions like keeping a timeline with dates or screenshotting informal communications. @Fatima Al-Qasimi's point about Slack/Teams messages is brilliant - we've had several informal updates there that I should definitely preserve. It's amazing how much clarity this community provides compared to trying to navigate EDD's confusing official resources. Thanks to everyone who shared their real experiences - it makes such a difference to hear from people who've actually been through this process successfully!