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Good cause is really hard to prove though. I tried to quit my job because of stress and they said it wasn't good enough. Ended up having to stick it out until I found something else. The system is stacked against workers.
Stress alone usually isn't enough unless it's caused by specific workplace violations or unsafe conditions. It has to be something the employer is doing wrong, not just a difficult job.
Emma, I went through something similar with my previous employer. The key thing is that "good cause" usually requires showing that you made reasonable efforts to resolve the issue first. For schedule changes and mandatory overtime, you'll want to document when you were notified, how it affected your life (childcare issues, etc.), and any attempts you made to discuss it with management. Massachusetts DUA looks for whether a "reasonable person" would have quit under those circumstances. If you haven't already, I'd suggest having a written conversation with your supervisor about the schedule issues and keep copies of everything. The more documentation you have showing the unreasonableness of their demands and your attempts to work it out, the stronger your case will be.
This is really helpful advice! I'm curious about the "reasonable person" standard - how does DUA actually determine that? Is it based on specific criteria or is it more subjective? I'm dealing with a similar situation where my employer keeps adding responsibilities without additional pay, and I'm wondering if that would meet the threshold.
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Just wanted to jump in as someone who's navigating this same situation right now! I filed my DUA claim about 3 weeks ago after being laid off from my warehouse job. What I found really helpful was using the online calculator on the DUA website to get a rough estimate before filing - it's not 100% accurate but gives you a ballpark figure. One thing that surprised me was that my benefit amount was actually higher than I expected because I had worked some overtime during my base period quarters, which boosted my average weekly wage. Also, definitely keep track of your job search activities from day one because you'll need to report them when you do your weekly certifications. The whole process is less scary once you actually start it, even though the base period calculation seems confusing at first. Good luck to everyone dealing with this!
@StarStrider Thanks for mentioning that online calculator! I had no idea DUA had one on their website - that would definitely help ease some of the anxiety about not knowing what to expect. Quick question about the job search tracking you mentioned - do you know if there's a specific number of activities you need to do each week, or is it more flexible? I'm preparing to file soon and want to make sure I'm doing everything right from the start. Also really encouraging to hear that your benefits came out higher than expected due to overtime - I worked quite a bit of overtime at my retail job during the holidays so maybe that will help my calculation too!
As someone who just went through the DUA process recently, I wanted to share a few practical tips that might help! First, when you file online, make sure you have your Social Security number, driver's license, and information about your last employer handy - it speeds up the application process. Second, the base period calculation really does take into account ALL your covered wages during those quarters, so if you had any side jobs or temporary work during that time, those wages count too which could boost your benefit amount. One thing that caught me off guard was that after you file, you have to certify for benefits every week (usually on Sunday) and you can't miss a week or you'll lose that week's benefits. Also, keep detailed records of every job you apply for because DUA may ask for proof of your work search efforts. The determination letter usually comes within 2-3 weeks of filing, and once you get it, your first payment typically arrives within a few days if there are no issues with your claim. Hope this helps ease some of the uncertainty!
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Whatever you do, don't quit until you've documented everything thoroughly and maybe consulted with an employment attorney. Also consider filing complaints with HR or appropriate agencies first - DUA wants to see that you tried to resolve the issues before quitting.
I went through this exact situation last year and want to share what I learned. The key is building a paper trail BEFORE you quit. Start by documenting incidents with dates, times, and any witnesses. If possible, report issues to HR or your supervisor in writing (email is perfect because it creates a record). Save all responses or lack thereof. Massachusetts DUA looks for patterns showing you made good faith efforts to resolve problems before quitting. They also want to see that the working conditions were objectively unreasonable, not just personally frustrating. Things like health and safety violations, illegal discrimination, or substantial changes to your job terms carry more weight than personality conflicts. One thing many people don't realize is that you can also quit for "compelling personal reasons" in some cases - like domestic violence, caring for a family member, or following a relocating spouse. The requirements are different but it's another path to consider. Bottom line: don't quit impulsively. Build your case first, then quit if you must, and be prepared for a potentially lengthy adjudication process. Having documentation makes all the difference.
This is really helpful advice, thank you! I'm especially glad you mentioned the "compelling personal reasons" option - I didn't know that existed. Quick question: when you say "substantial changes to job terms," what exactly counts as substantial? My employer recently cut my hours by about 25% and changed my schedule without much notice. Would that potentially qualify as good cause?
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I'm in the exact same boat! Filed in mid-April and I'm still scratching my head about which weeks I'm supposed to get paid for. The whole "waiting week" concept threw me for a loop too - nobody explains that when you're first filing! What's helped me so far: - I started calling right at 8am on weekdays (set like 3 alarms lol) - Made a simple Google doc tracking every date - when I filed, last day of work, which weeks I certified for - Check the website at weird hours like 2am when it's not crashing constantly Still haven't gotten all my answers but at least I feel more organized now? The system is definitely a hot mess but don't give up! We paid into this system and we deserve those benefits. Rooting for you! 💪
This is such solid advice! I'm definitely going to try the 2am website trick - never thought about using it during off-peak hours. The Google doc idea is brilliant too, I've been trying to keep track of everything in my head and it's not working out 😅 Setting multiple alarms for the 8am calls is so smart, I always seem to miss that window by like 5 minutes. Thanks for the encouragement - it's nice to know we're all fighting the good fight together! Did you notice any difference in how helpful the reps were when you called right at opening vs later in the day?
I'm dealing with this exact same issue! Filed in late April and I'm still waiting on payments from those first few weeks. The timeline is so confusing - like, why is it so hard to figure out which weeks we're supposed to get paid for? One thing that's been helping me is keeping a detailed log of every interaction I have with the system. I write down dates, times, confirmation numbers, even the names of reps when I can get through. It's tedious but at least I feel like I have some control over this chaos. Also, has anyone else noticed that the "estimated processing time" they give you is basically meaningless? They told me 2-3 weeks back in May and here we are... Hang in there OP - from what I'm seeing in this thread, persistence really seems to be key. We're all in this together! 🤞
Dmitry Volkov
I'm really glad I found this thread because I'm in almost the exact same boat! Got terminated yesterday from my customer service job after 14 months for what they called "not adapting well to new procedures" - but honestly I think it was just budget cuts disguised as performance issues. Reading everyone's experiences here has been so reassuring, especially knowing that performance-related terminations without formal misconduct usually don't disqualify you from DUA benefits. The fact that so many of you got approved even after being fired gives me hope! I was planning to wait and see if I could find another job quickly, but after reading all these responses I'm definitely going to file my claim today. No point in potentially losing out on benefits I might be entitled to. Thank you all for sharing your stories - this community is amazing for support during such a stressful time!
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Zainab Ibrahim
•I'm so sorry you're dealing with this too, but you're definitely making the right choice by filing today! Your situation with "not adapting to new procedures" sounds exactly like what others have described here - performance-related rather than misconduct. It's frustrating when companies use vague performance language when it's really about budget cuts, but that actually works in your favor for DUA purposes. The fact that you were there 14 months without any mention of serious disciplinary issues suggests this wasn't about willful misconduct on your part. This community has been incredible for showing that we're not alone in these situations and that DUA is more reasonable about these cases than we initially fear. Good luck with your filing - you've got a solid case based on everything shared here!
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Aisha Mohammed
I'm so sorry you're going through this stress right now! I was in a very similar situation about 8 months ago - got terminated from my warehouse job for "productivity issues" after working there for over a year with no formal disciplinary actions. Like you, I was absolutely panicked thinking that being fired would automatically disqualify me from unemployment benefits. But everyone here is absolutely right - you should file your DUA claim immediately! Don't wait even one more day. The key thing I learned is that Massachusetts distinguishes between being fired for misconduct versus being fired for performance or other non-misconduct reasons. Since you mentioned no write-ups or formal warnings over 2 years, that's actually really strong evidence in your favor. When I finally spoke with a DUA representative, they explained that they're looking for willful misconduct like theft, insubordination, or deliberately violating company policies after clear warnings - not just struggling with job performance or being let go for business reasons. I ended up getting approved and it was such a relief! Be completely honest when you file about being terminated for performance issues, and don't let fear of potential denial stop you from applying for benefits you might very well be entitled to. The worst case scenario is they say no and you can appeal. You've got this!
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