Can I qualify for EDD if I quit due to hostile work environment and verbal abuse?

You might qualify for unemployment if you can prove you had "good cause" to quit. Hostile work environment can count, but you need to document EVERYTHING and you should try to resolve the issue internally first. Otherwise, EDD might determine you quit voluntarily without good cause. Here's what I'd recommend: 1. Document every incident with dates, times, witnesses 2. File formal complaints with HR (in writing, keep copies) 3. If you have medical evidence of anxiety/stress caused by work, get documentation from your doctor 4. Try to address the issues through proper channels before quitting When you apply for benefits, be very specific about why you had no choice but to leave. EDD will likely interview both you and your employer before making a decision.

yea u can get ui if u quit cuz of that but its HARD. they denied me first time even tho my boss was literally threatening me. had to appeal and wait like 2 months b4 getting paid. start looking for new job now tbh

I successfully got unemployment after quitting a toxic workplace, but it wasn't easy. The key is demonstrating that you tried to resolve the issues before quitting. In California, you need to show you've exhausted all reasonable alternatives to preserve your employment before quitting. Here's what worked for me: 1. I emailed HR and my manager's supervisor about the hostile environment (BCC'd to my personal email) 2. I requested a department transfer in writing 3. I sought medical treatment for work-related anxiety and got it documented 4. I gave my employer a final written notice stating that if the conditions didn't improve, I would have no choice but to resign When I finally quit, I had a paper trail showing I'd made every effort to save my job. During my EDD phone interview, I had specific dates and incidents ready to discuss. I was approved after the initial interview without needing to appeal. Make sure you use terms like "hostile work environment," "verbal abuse," and "workplace harassment" in your documentation and EDD application.

I had an identical situation in 2024 - manager screaming, HR colluding with them, even the pay manipulation! I quit after documenting everything for 2 months. The EDD process was frustrating because I couldn't get through on the phone for WEEKS to explain my situation after applying. I eventually used Claimyr (claimyr.com) to get through to an actual EDD representative. They've got this service that helps you bypass the phone queue. You can see how it works in their demo: https://youtu.be/JmuwXR7HA10?si=TSwYbu_GOwYzt9km Once I finally spoke to someone, I was able to explain the hostile work environment in detail. After my eligibility interview (which they scheduled 3 weeks later), I was approved. The key was having specific examples with dates and showing how it affected my health. The agent told me that medical documentation of workplace stress/anxiety made a big difference in their decision.

EDD IS A JOKE!!! I had WORSE than what you described - physical intimidation too - and they STILL denied me saying I "voluntarily quit without good cause." The system is RIGGED against workers!!!! Had all the documentation and everything. Appealed and waited FOUR MONTHS for a hearing date while broke! The ALJ finally reversed it but the damage was done by then. Had to move back with parents at 42 years old because of EDD's BS. GOOD LUCK getting any help from these people. They automatically side with employers no matter what abuse you suffered.

One important thing no one's mentioned: if your employer is manipulating your pay, that could be wage theft, which is DEFINITELY good cause to quit. Keep copies of your scheduled hours vs. what you're paid for. California takes wage theft very seriously. When you have your eligibility interview, bring up both issues separately: 1. Hostile work environment (verbal abuse, threatening behavior) 2. Wage and hour violations Either one can potentially qualify as good cause, but together they make a stronger case. During your phone interview, speak clearly and stick to facts rather than emotions. Mention specific incidents with dates. Also, consider filing a wage claim with the Labor Commissioner's Office if they're shorting your pay. That documentation can help your EDD case too.

wait cant u just say ur hours were cut? thats way easier to get approved for. if ur schedule keeps changing and ur getting less hours that might be partial unemployment

Thank you everyone for the incredibly helpful advice! I'm going to: 1. Document everything with specific dates/times/witnesses 2. File formal complaints with HR and request a department transfer in writing 3. See my doctor about the anxiety I'm experiencing 4. Look into both the wage claim and partial unemployment options I'll update this thread once I take these steps. Really appreciate all of your insights and personal experiences - makes me feel less alone in this situation.

anyone else notice edd phone lines r IMPOSSIBLE lately?? i tried for 3 weeks everyday, always gets the "too many callers" message and hangs up on me

I went through something very similar last year - toxic manager, screaming matches, the whole nine yards. Here's what I learned from my experience: The documentation everyone mentioned is absolutely critical, but also consider recording incidents on your phone if it's legal in your state (California is a two-party consent state, so be careful). What really helped my case was showing a pattern of escalating behavior over time. One thing that surprised me: EDD actually cares a lot about whether you sought help for the mental health impact. I had to get a letter from my therapist stating that my work environment was causing severe anxiety and panic attacks. That medical documentation was probably the deciding factor in my approval. Also, don't underestimate the power of witness statements. If any coworkers witnessed the verbal abuse, ask them to write brief statements with dates and what they observed. Even if they're hesitant to get involved officially, having their contact info ready for EDD to potentially interview can strengthen your case. The process took about 6 weeks total for me, but I was ultimately approved without needing to appeal. Hang in there - it's definitely possible to get benefits for hostile work environment, you just need to build an airtight case first.

I'm going through something eerily similar right now - constant yelling, threats, and what feels like deliberate schedule manipulation. Reading everyone's experiences here has been both reassuring and terrifying. A few things I want to add based on my research: 1. Keep a detailed log of how the hostile environment affects your health - sleep loss, appetite changes, panic attacks, etc. This helps establish the severity of the situation. 2. If you have a union rep or employee assistance program, document that you tried those resources too. Shows you exhausted all internal options. 3. Consider filing a complaint with Cal/OSHA if the verbal abuse creates an unsafe work environment. Having multiple agency complaints on file strengthens your EDD case. 4. Save any company policies about workplace conduct or harassment - if management is violating their own written policies, that's powerful evidence. The wage theft angle is huge too. I've been tracking discrepancies between my scheduled hours and actual pay, and it's shocking how much adds up. Definitely file that Labor Commissioner complaint alongside your EDD claim. Thank you @Liam for starting this thread - knowing others have successfully navigated this gives me hope. Please keep us updated on your progress!

I'm so sorry you're going through this - the anxiety and panic attacks before shifts really hit home for me. I went through a similar situation about 8 months ago and successfully got unemployment benefits after quitting due to hostile work environment. A few things that really helped my case that I don't see mentioned yet: 1. **Email yourself daily summaries** - After each incident, email yourself a detailed account from your work email to your personal email. This creates timestamped documentation that's harder to dispute. 2. **Medical documentation is HUGE** - Get seen by a doctor specifically for work-related stress/anxiety. Having medical records that directly link your symptoms to workplace conditions was probably the most important factor in my approval. 3. **The "reasonable person" standard** - When you talk to EDD, frame everything around whether a reasonable person would continue working under these conditions. Use phrases like "no reasonable employee should have to endure..." 4. **Don't quit immediately** - I know it's tempting when you're at your breaking point, but try to hang on long enough to build your paper trail. File those HR complaints, request transfers, document everything for at least 2-3 weeks if possible. The wage manipulation adds another strong element to your case. Make sure to mention both issues separately during your EDD interview - hostile work environment AND wage theft violations. It took about 7 weeks from application to first payment, but I was approved without appeal. Having everything documented made all the difference. You've got this!

I'm a case worker who helps people navigate EDD claims, and I want to emphasize something crucial that I see missing from most of the advice here: **timing is everything**. California EDD has a specific definition of "good cause" under UI Code Section 1256, and hostile work environment cases are evaluated very strictly. Here's what I've seen work consistently: **Before you quit:** - Give your employer written notice that the conditions are intolerable and request specific remedies (transfer, manager change, etc.) - Set a reasonable deadline (usually 2-3 weeks) for them to address the issues - Keep copies of this correspondence **The magic phrase:** "I am compelled to resign due to working conditions that no reasonable person would be expected to endure." Use this exact language in your resignation letter. **During your EDD interview:** Stick to facts, not emotions. Say "My manager screamed profanities at me in front of customers on [date]" instead of "My manager was really mean." The interviewer needs concrete examples they can verify. The wage manipulation is actually your strongest case - that's constructive dismissal, which EDD treats more favorably than hostile environment claims. Lead with that issue first. One final tip: If you're denied initially (which happens about 70% of the time for hostile environment cases), **definitely appeal**. The Administrative Law Judges are much more thorough than initial reviewers and overturn about 45% of hostile environment denials. Document everything, but more importantly, follow the proper procedures. Good luck!

I'm dealing with a very similar situation and this thread has been incredibly eye-opening. My manager has been creating such a toxic environment that I've started having physical symptoms - nausea before work, insomnia, constant headaches. The documentation advice everyone has shared is golden, especially @Malik's professional insights about the specific legal requirements and that "magic phrase" for resignation letters. One thing I want to add that's helped me mentally prepare: I've been keeping a "health impact journal" alongside my incident documentation. Every day I write down how the workplace stress affected me physically and emotionally - missed meals due to anxiety, inability to sleep after being yelled at, panic attacks in the parking lot before shifts. This creates a clear timeline showing how the hostile environment is damaging my wellbeing. Also, for anyone worried about the phone system being impossible to reach - I've had better luck calling the technical support line first, then asking them to transfer me to claims. Sometimes they can get you through when the main number is jammed. @Liam, your courage in posting this has probably helped more people than you realize. Workplace abuse shouldn't be something we just have to endure, and knowing there are actual legal protections (even if they're hard to navigate) gives me hope. Please keep us updated on your progress - we're all rooting for you!

I'm a former EDD claims specialist, and I want to add something critical that hasn't been fully addressed: **the employer interview**. After you file your claim, EDD will contact your employer for their side of the story. Many people get caught off guard when their employer provides a completely different version of events or even fabricates counter-claims about your performance. Here's what you need to know: **Your employer will likely claim:** - You were a problem employee - The incidents were "performance discussions" not abuse - You never complained through proper channels - You're exaggerating or lying **Protect yourself by:** - Saving any positive performance reviews, emails praising your work, or awards - Documenting that other employees witnessed the abuse (EDD may contact them) - Keeping records of any accommodations you requested for anxiety/stress - Screenshot any company communications about workplace conduct policies they violated **Red flag for EDD:** If your story has gaps or inconsistencies between your application and phone interview, they'll side with the employer. Practice telling your story chronologically with specific dates before your interview. The wage theft angle @Malik mentioned is golden because it's harder for employers to dispute concrete payroll records than subjective claims about "hostility." One more thing: if you have any workers' comp claims for stress/anxiety related to this job, mention that during your interview. It establishes a paper trail that the workplace was affecting your health. Stay strong - hostile work environment cases are winnable if you follow the right steps!

I've been following this thread closely as someone who's currently in a very similar situation. The amount of detailed, practical advice here has been absolutely incredible - from @Malik's professional insights about the legal requirements to @StarGazer101's warning about employer counter-claims. What really stands out to me is how many of us are dealing with the same pattern: toxic managers, screaming fits, wage manipulation, and HR that's either useless or actively complicit. It's both validating and heartbreaking to see how common this is. I want to add one thing that's helped me: I started using a voice memo app to record myself immediately after incidents (while still fresh in my memory) describing exactly what happened, who was present, and how it made me feel. Then I transcribe these into my documentation log when I get home. This has helped me capture details I might have forgotten later and creates another timestamped record. Also, for anyone dealing with the anxiety/panic attack aspect - I found that mentioning specific physical symptoms to my doctor ("I vomit before work," "I can't sleep after being yelled at") got them to take the situation more seriously and provide stronger documentation linking my symptoms to workplace stress. @Liam, thank you for being brave enough to share your story. This thread has become an incredible resource for all of us navigating these impossible situations. The fact that so many people have successfully gotten benefits after hostile work environment quits gives me hope that the system, while flawed, can work if we follow the right steps.

As someone who went through a nearly identical situation last year, I can't stress enough how important it is to document the retaliation that often comes after filing complaints. In my case, once I submitted formal complaints to HR about the hostile work environment, my manager suddenly started writing me up for minor infractions that had been ignored for months - things like being 2 minutes late or taking an extra 5 minutes at lunch. This retaliation actually became another strong piece of evidence for my EDD case. Make sure to document any sudden changes in how you're being treated after you start the formal complaint process. Keep copies of any disciplinary actions, sudden schedule changes, or new "performance issues" that mysteriously appear after you complain. Also, I learned that EDD considers it particularly significant if you can show that the hostile environment was affecting other employees too, not just you personally. If coworkers have also been subjected to the same manager's abuse, that helps establish a pattern of behavior rather than a "personality conflict." One practical tip: when you're ready to have that final conversation with HR before quitting, consider bringing a witness or asking to have the meeting recorded (with their permission). Having a third party present can prevent them from later claiming the meeting never happened or that you never raised these concerns. The whole process was exhausting, but I was ultimately approved for benefits. Having this thread's advice would have made it so much easier - you're all building an amazing resource here!

This thread has been incredibly helpful! I'm currently dealing with a similar situation where my supervisor has been creating such a toxic environment that I've started having physical symptoms just thinking about going to work. What really resonates with me is how many people have mentioned the importance of medical documentation - I've been putting off seeing a doctor about my work-related anxiety, but reading everyone's experiences makes it clear that having that medical paper trail is crucial. One question for those who've successfully navigated this process: How detailed should the incident documentation be? I've been keeping notes, but I'm wondering if I should be more specific about exact quotes, body language, tone of voice, etc. Also, for anyone who's dealt with wage manipulation alongside the hostile environment - did you file the Labor Commissioner complaint before or after applying for EDD benefits? The advice about the "magic phrase" for resignation letters and preparing for the employer's counter-narrative has been eye-opening. It's clear that this process requires much more strategic planning than I initially realized. Thank you all for sharing your experiences and creating such a comprehensive resource - it's giving me the confidence to move forward with proper documentation instead of just suffering in silence.

I'm so glad I found this thread - I've been dealing with almost the exact same situation for the past two months and felt completely alone and hopeless. Reading everyone's detailed experiences and advice has been incredibly validating and empowering. My manager has created such a toxic environment that I've started having panic attacks in my car before walking into the building. The verbal abuse, public humiliation, and what I now realize is wage theft (thanks to everyone pointing out the importance of that angle) has made my job unbearable. But I was terrified to quit without knowing if I'd qualify for benefits. The level of strategic planning required that everyone has outlined is honestly overwhelming, but also reassuring - it shows there IS a path forward if you do it right. I'm particularly grateful for @Malik's professional insights about the legal requirements and @StarGazer101's warnings about employer counter-claims. I never would have thought to gather positive performance reviews as evidence. I'm going to start implementing everyone's advice immediately: detailed incident logs with exact quotes and witnesses, medical documentation for my anxiety symptoms, formal written complaints to HR with specific remedies and deadlines, and gathering evidence of the wage discrepancies I've noticed. Thank you @Liam for having the courage to share your story and ask these questions. This community response has created an incredible resource that's giving me hope I can get through this situation. I'll update with my progress as I work through these steps!

I'm a labor attorney who specializes in employment law, and I want to add some legal perspective to this excellent discussion. **California Labor Code Section 201.3** specifically addresses constructive discharge, which applies when working conditions become so intolerable that a reasonable person would feel compelled to resign. The key is proving that your employer either intended to force you to quit OR should have known their conduct would likely cause you to resign. A few critical legal points: **Documentation standards:** Courts look for contemporaneous records - meaning documentation created at or near the time of incidents. Your post-incident voice memos and daily logs are perfect for this. **Medical causation:** Having a healthcare provider explicitly state that your symptoms are "caused by or substantially aggravated by workplace conditions" is much stronger than general anxiety treatment. **Employer duty:** California employers have a legal obligation to maintain a workplace free from harassment and intimidation. When they fail this duty, it can constitute constructive discharge. **Wage theft connection:** Any unpaid wages, unauthorized deductions, or schedule manipulation that reduces your pay below minimum wage creates additional grounds for your claim. The "magic phrase" @Malik mentioned aligns with legal precedent - using language like "compelled to resign due to intolerable conditions" helps establish constructive discharge rather than voluntary quit. One addition: if you're in a protected class (age, race, gender, disability, etc.) and can show the abuse was related to that status, you may also have grounds for discrimination claims with DFEH, which strengthens your EDD case significantly. Best of luck - these cases are definitely winnable with proper preparation!