Can I get EDD benefits if fired for not meeting sales quota in healthcare?

Yes, you can likely qualify for unemployment if you're fired for not meeting quotas. In California, EDD generally considers this a case of "not being able to meet the employer's performance standards" rather than misconduct. The key is that you weren't willfully neglecting your job - you were actually trying but couldn't reach their targets. This is typically seen as a 'good cause' termination from EDD's perspective. When you apply, just be honest about the circumstances and emphasize that you were putting in genuine effort but the quotas were unrealistic. Make sure to appeal if initially denied - many claims are rejected first time around but approved on appeal.

Im in healthcare sales too and got let go for similar reasons last year!!! the quotas are INSANE rn with all the budget cuts and staffing issues in hospitals. When i applied for unemployment i was soooo nervous that id get denied but they approved me. The EDD person said as long as ur not fired for misconduct (like stealing or not showing up) and ur just not meeting their crazy expectations its usually approved. just dont say ANYTHING that sounds like it was ur fault when u apply!!!!

The real question is if they're setting you up for failure. If they're consistently raising quotas beyond what's reasonable for the market conditions, that could actually strengthen your case with EDD. Document everything - the quota changes, market conditions, your sales numbers compared to team averages, etc. Keep all performance reviews and any emails discussing expectations. This documentation will be super helpful if you need to file.

The key difference EDD looks at is between 'misconduct' and 'performance issues.' Not meeting sales targets typically falls under performance issues unless there's evidence you weren't trying or were violating company policies. Here's what you should do if you end up needing to file: 1. File your claim immediately after separation 2. When explaining the reason for separation, focus on the fact that despite your best efforts, you couldn't meet the increasing quotas 3. Be prepared for an eligibility interview where they'll ask more details 4. If your employer contests (some do automatically), be ready to appeal with documentation Don't quit your job - that would significantly complicate your eligibility. If they let you go, you're in a much better position for benefits.

my cousin was in pharma sales got fired for quota issues they denied his claim sayin he shoulda tried harder but he appealed and won dont give up if they deny u

I went through something similar in mortgage sales when the market crashed in 2008. If you do end up needing to file an EDD claim, trying to reach them by phone will be nearly impossible. I wasted days trying to get through before discovering Claimyr (claimyr.com) - they got me connected to an EDD rep within about 30 minutes when I'd been trying for days on my own. You can see how it works here: https://youtu.be/JmuwXR7HA10?si=TSwYbu_GOwYzt9km Talking to an actual human at EDD made all the difference in getting my claim processed correctly, especially since my situation with performance-based termination needed some explanation.

I want to add something important - if your employer calls it a "performance-based termination" rather than firing for misconduct, that language actually helps your EDD claim. The terminology matters. During your exit (if it happens), pay close attention to the exact reason they give and get it in writing if possible. If they call it a "layoff due to not meeting targets" that's even better from an EDD perspective than "fired for performance." The words make a big difference when EDD reviews your claim.

Don't listen to some of these people saying it's automatic approval. Healthcare companies fight unemployment claims ALL THE TIME. My friend worked at Kaiser in marketing and they contested her claim when she couldn't meet metrics. It became a big mess with multiple appeals. Document EVERYTHING. Save every email about your quotas, performance, etc. Get copies of market trend data showing the overall healthcare marketing/sales environment is down. You'll need evidence that the quotas were truly unreasonable and not just you underperforming.

To answer your follow-up question about the "verbal warning" document: Yes, you should disclose it if asked directly during the eligibility interview, but it's not necessarily something you need to volunteer upfront. The fact that they had you sign a document for a verbal warning is actually somewhat contradictory and could work in your favor. Also, while you're still employed, consider requesting a copy of your personnel file (you're legally entitled to this in California). This will give you insight into any documentation they have about your performance that might impact an unemployment claim later. Sometimes employers say things verbally but document them differently.

btw not to go off topic but have you checked if there are other healthcare marketing positions available now? sometimes its better to job search while your still employed rather than waiting to get fired. the job market for healthcare marketing actually has some decent openings right now at companies with more reasonable expectations

Just wanted to add some encouragement - I've been following this thread and it sounds like you're handling this really well. The fact that you're documenting everything, job searching proactively, and getting informed about your rights shows you're being smart about this situation. One thing I didn't see mentioned is that if you do end up filing for EDD, make sure to apply for jobs consistently and keep records of your job search activities. EDD requires ongoing job search efforts to maintain eligibility. Given that you're already looking, you'll be ahead of the game. Also, don't let the stress consume you - easier said than done, I know. But you sound like a dedicated employee who's dealing with unrealistic corporate expectations, which unfortunately is super common in healthcare sales right now. You're not alone in this struggle, and you have options whether that's finding a new job or qualifying for benefits if needed.

I'm sorry you're going through this stressful situation. As someone who works in HR for a healthcare organization, I can tell you that performance-based terminations (especially for sales quotas) are generally eligible for unemployment benefits in California. The key distinction EDD makes is whether you were terminated for "misconduct" versus "inability to perform job duties adequately." A few practical tips from what I've seen: - When you file (if needed), frame it as "terminated for not meeting sales targets despite good faith efforts" rather than anything that sounds like you weren't trying - The documentation everyone mentioned is crucial - keep those emails about quota increases - Many healthcare companies are struggling with unrealistic sales expectations right now due to industry changes, so you're definitely not alone One thing I'd add is to check if your company has any severance policies for performance terminations. Sometimes they'll offer a small severance package that can help bridge the gap while your EDD claim processes. Don't sign anything without reading it carefully though - some severance agreements have clauses about not filing for unemployment. Stay strong and remember this reflects more on unrealistic corporate expectations than on your abilities as an employee.

I'm really sorry you're dealing with this stress - it's so anxiety-inducing when you're the primary earner and worried about losing your job. I went through something very similar in medical device sales a few years ago. The quotas kept getting raised while our territory got more competitive, and I was constantly worried about getting fired. From my experience, you should absolutely qualify for EDD benefits if terminated for not meeting quotas, especially since you have documentation showing they've increased targets multiple times this year. The key is that you're genuinely trying but facing unrealistic expectations - that's performance issues, not misconduct. A few things that helped me when I was in your shoes: - Start saving copies of EVERYTHING now while you still have access - quota emails, performance reviews, team stats if available - If you do get terminated, ask for the separation reason in writing during your exit meeting - Consider reaching out to former colleagues who left for similar reasons - their experiences might be helpful Also, don't underestimate how much this kind of work stress affects your mental health. Even if you find a new job or get approved for benefits, make sure you're taking care of yourself through this difficult time. You sound like you're handling everything very thoughtfully and professionally.

I just wanted to jump in and add something that might be helpful - when you're dealing with EDD after a performance-based termination, timing can really matter. If you do get let go, file your claim as soon as possible, ideally within the first few days. Don't wait weeks thinking about it or trying to find another job first - you can job search while collecting benefits, but there can be complications if you delay filing. Also, I noticed you mentioned this is your first time potentially being unemployed. Just so you know, California EDD benefits typically last up to 26 weeks (though this can vary), and the amount is based on your earnings from the past 12-18 months. You can actually calculate an estimate of what your weekly benefit would be on the EDD website, which might help with budgeting if you do end up needing to file. Hang in there - it sounds like you're being really proactive about documenting everything and exploring your options. The healthcare sales environment is brutal right now, and you're definitely not the first person dealing with impossible quotas.

I'm so sorry you're going through this stressful situation. I went through something very similar when I was working in pharmaceutical sales about two years ago - the pressure from impossible quotas while being the main income earner for my family was absolutely overwhelming. From my experience, you should definitely be eligible for EDD benefits if terminated for performance reasons. The key thing that helped my case was being able to show that I was genuinely putting in effort but the targets were unrealistic given market conditions. I had emails showing quota increases despite declining industry performance, and that documentation made all the difference. One thing I wish someone had told me earlier is to start preparing your "story" now while everything is fresh in your mind. Write down specific examples of how you've been trying to meet expectations - extra hours worked, strategies attempted, training completed, etc. If you do need to file, having these concrete examples of your good faith efforts will strengthen your case significantly. Also, since you mentioned never being unemployed before, just know that the initial EDD application process can feel overwhelming, but don't let that intimidate you. The online system walks you through everything step by step, and the people in this community have given you excellent advice about documentation and framing your situation properly. You're handling this so well by being proactive and informed. Keep taking care of yourself during this stressful time - the anxiety is completely understandable, but you have a solid plan forming.

I'm new to this community but wanted to share my recent experience since it's so similar to yours. I was terminated from a healthcare tech company last month for not meeting sales quotas, and I was approved for EDD benefits within about 3 weeks. The whole process was much smoother than I expected. A couple things that really helped my case: First, I kept detailed records showing how the quotas increased 40% over 6 months while our lead quality actually decreased. Second, during my eligibility interview, I emphasized that I consistently worked overtime, completed all required training, and maintained positive client relationships - I just couldn't hit the numbers they wanted. The EDD interviewer specifically asked whether I was terminated for "misconduct" or "performance issues," and when I explained it was performance-related despite good faith efforts, they seemed very understanding. They see a lot of these cases from healthcare sales right now. One practical tip: when you file (if needed), keep your explanation simple and factual. Don't over-explain or sound defensive. Just state that you were terminated for not meeting sales quotas despite consistent effort and professional conduct. You're being so smart by documenting everything and staying informed about your options. The stress is completely understandable, but it sounds like you're setting yourself up well regardless of what happens. Hang in there!

I'm so sorry you're dealing with this incredibly stressful situation. As someone who works as an employment counselor, I see cases like yours regularly, and I want to reassure you that you're absolutely on the right track with your thinking and preparation. Based on everything you've described - being a dedicated employee who's genuinely trying but facing increasingly unrealistic quotas - you would very likely qualify for EDD benefits if terminated. The California EDD specifically distinguishes between "misconduct" (which disqualifies you) and "inability to meet performance standards despite good faith effort" (which typically qualifies you). Your situation clearly falls into the latter category. A few additional points that might help: 1. The fact that they're raising quotas multiple times while market conditions are challenging actually strengthens your case significantly 2. Your clean attendance record and professional conduct history work heavily in your favor 3. Having documentation of the quota increases and your efforts to meet them is exactly what EDD looks for One thing I always tell my clients is to remember that unemployment benefits exist precisely for situations like yours - when good employees lose jobs through no fault of their own due to economic conditions or unrealistic employer expectations. You've paid into this system through your taxes, and you deserve to access it if needed. Keep taking care of yourself during this stressful time, and know that you have a strong support system here in this community. You're handling everything exactly right.

I'm really sorry you're going through such a stressful situation. As someone who's been lurking in this community for a while but never posted, your story really resonated with me because I'm dealing with something similar in my current role. Reading through all the responses here, it's clear you're getting excellent advice from people who really know what they're talking about. The consensus seems very strong that performance-based terminations (especially with documentation showing unrealistic quota increases) typically qualify for EDD benefits in California. I wanted to add one small thing that I haven't seen mentioned yet - if you do end up getting terminated and filing for EDD, consider setting up direct deposit for your benefits payments right when you file your claim. It can speed up the process of actually receiving your benefits once approved, and every day counts when you're the primary income earner. Also, just wanted to echo what others have said about taking care of your mental health through this. The uncertainty and pressure you're describing sounds absolutely exhausting. You're clearly a thoughtful, responsible person who's doing everything right in a difficult situation. Wishing you the best outcome, whether that's landing a new position before anything happens with your current job or successfully navigating the EDD process if needed. This community seems incredibly supportive and knowledgeable!