I've been through this exact same process recently! One additional tip that saved me a lot of headaches - after you make the rate change in QuickBooks, go to Reports > Payroll > Payroll Liability Balances and compare your SUI liability amounts before and after the change to make sure everything calculated correctly. Sometimes QuickBooks can be quirky with mid-year rate changes. Also, if you have multiple employees, double-check that the wage base is being applied correctly for each one - I found that one of my employees who was close to the $12,300 limit had some weird calculations until I refreshed the payroll data. The NYS DOL website has a rate calculator tool that you can use to verify your manual calculations against what QuickBooks is showing.

I just went through this same situation last month! One thing that really helped me was printing out the "Payroll Item List" report before and after making the changes - it gives you a clear side-by-side comparison of all your tax rates. You can find it under Reports > List > Payroll Item List. Also, when you're in the State Taxes setup, make sure to check if there are any other NY taxes that might have changed too (like SDI or DBL rates) since they sometimes all update at once. I discovered my disability insurance rate had also changed when I was updating my SUI rate. If you're still having trouble finding the right menu path, try using QuickBooks' search function (the magnifying glass icon) and just type "state taxes" - it'll take you right there.

To answer your original question more specifically - you need both the $2,600 minimum AND wages in at least 2 quarters of your base period. You can check your wage history by logging into my.ny.gov and looking at your unemployment services account. This will show exactly what quarters NYS Department of Labor has on record for you.

One thing that might help clarify your base period - it's usually the first 4 of the last 5 completed calendar quarters before you file your claim. So if you file in January 2025, your base period would typically be January 2024 through December 2024. But if you don't have enough wages in that period, you might be able to use an "alternate base period" which would be the last 4 completed quarters. The my.ny.gov portal should show you exactly which quarters they're using for your calculation once you log in.

I'm currently dealing with this same situation - my claim has been stuck in adjudication for about 2 weeks now due to some confusion about my separation date. Reading through everyone's experiences here is honestly such a relief! I was really starting to panic that I might lose those first couple weeks of benefits, especially since I'm already struggling to make ends meet. It's incredibly reassuring to see that literally every person who shared their story here ended up getting their full back pay once their claim was approved. The consistency across all these experiences is really encouraging - it seems like NYS Department of Labor does honor that original filing date when calculating retroactive benefits, even when the delays are completely out of our control. I'm definitely going to keep checking my account regularly once I get approved and make sure to look for any weeks that need manual certification. Thank you to everyone who took the time to share their experiences - knowing that back pay is standard practice and not just wishful thinking is helping me stay patient through this stressful process!

I'm currently in week 3 of adjudication and this thread is honestly a lifeline! My claim got stuck because of some wage verification issues with my former employer who apparently decided to take their sweet time responding to NYS Department of Labor requests. I was getting so stressed thinking I might just lose those 3 weeks of benefits forever, but reading everyone's experiences here is giving me so much hope. The fact that literally every single person who got approved also received their full back pay from their original filing date is incredibly reassuring - it really seems like this is standard operating procedure, not some rare exception. I'm definitely bookmarking this thread and taking notes on all the advice about checking for manual certification weeks and following up if payments don't show up within 2 weeks. The financial stress has been overwhelming, but knowing that others have been through this exact situation and came out with their full retroactive benefits is helping me stay strong. Thank you all for sharing your stories - this community support means everything when you're navigating this bureaucratic maze!

I'm about 5 days into waiting for my claim decision and feeling that same anxiety everyone's describing here. What's really struck me reading through all these responses is how consistent the timeline seems to be - almost everyone is reporting 2-4 weeks for approval, even for straightforward layoffs. That's actually pretty reassuring even though it feels like forever when you're living it! I've started treating this waiting period like a part-time job - checking my account once in the morning, doing my weekly certification on the same day each week, and keeping a simple log of everything I've submitted. It gives me a sense of control over a process that otherwise feels completely out of my hands. The phone system sounds like a nightmare based on everyone's experiences, but I'm going to try the 8 AM calling strategy if I get desperate for an update. Thanks to everyone for sharing their timelines and tips - it really helps to know we're all going through this together and that most claims do eventually get processed successfully!

I'm dealing with the exact same situation right now! Filed my claim 6 days ago after being laid off and still stuck on pending status. The uncertainty is definitely the hardest part - you keep wondering if you missed something or if there's an issue you should know about. I've been doing my weekly certifications even though it feels strange certifying when you don't know if you're approved yet, but everyone here seems to agree that's the right move. The phone system has been completely useless for me too - I've tried calling 3 times and can never get through. Reading through everyone's experiences here has been incredibly helpful though. It's reassuring to know that 2-3 weeks seems to be the normal timeline even for straightforward layoffs, and that most people do eventually get approved. I'm going to try the early morning calling tip and maybe set up that tracking spreadsheet someone mentioned. Thanks for asking this question - I think a lot of us are wondering the same thing and it's really comforting to know we're not alone in this stressful waiting game!

I went through something similar with a small tech startup that folded suddenly. The key is to document EVERYTHING - not just pay stubs, but also your offer letter, any email confirmations about your salary, direct deposit records from your bank, and even text messages about work schedules if you have them. NYS Department of Labor investigators are actually pretty thorough once they open a case against an employer who didn't pay UI taxes. They'll cross-reference your documentation with any records the employer did file (like quarterly tax reports) to build your wage history. The process can take a while, but they do backdate your benefits to when you first filed, so you won't lose out on money you're entitled to.

I actually work in HR and see this issue more than I'd like to admit. Some red flags to watch for in the future: if your employer is constantly late with paychecks, doesn't provide proper pay stubs, or seems evasive about tax withholdings. When you file with NYS Department of Labor, make sure to mention that you suspect your employer wasn't compliant - they have a specific department that investigates wage and tax violations. Also, if you have any coworkers from that job who might be in similar situations, you should all file claims. Multiple reports against the same employer tend to trigger faster investigations. The good news is that once NYS catches an employer doing this, they usually have to pay penalties that go into a fund that helps cover benefits for affected workers.