Can I get PA UC benefits after refusing 50-mile job relocation that affects childcare?

This is exactly why PA UC has the 'suitable work' provision! Distance and commute time are ABSOLUTELY factors when determining if work is suitable. Generally, positions requiring substantially longer commutes (especially ones that create hardship like childcare issues) would NOT be considered suitable work. If terminated for refusing, you SHOULD qualify for benefits - but document EVERYTHING. Save emails about relocation, your refusal reason, etc. They'll probably fight it so be ready!

I'm seeing some misinformation here. PA regulations actually specify that a commute becomes potentially unsuitable if it exceeds 45 minutes or approximately 20% of your work hours (for a standard 8-hour day). At 50+ miles and over an hour commute, your situation clearly meets this threshold. However, don't just quit! Let them terminate you if possible. They might offer a severance package, and termination is generally cleaner for UC purposes than voluntary resignation. Either way, you'll need to explain in detail during your UC application how this change created undue hardship, particularly with childcare arrangements. When you file, use these exact terms: "substantial and unilateral change in working conditions" and "childcare hardship due to unsuitable commute distance." This terminology matters during review.

I help people with PA UC issues regularly, and this is absolutely a valid reason for benefits IF handled correctly. The key is whether this change represents a "substantial and material change in employment conditions" - and a 50-mile relocation certainly qualifies. Here's what you need to do: 1. Get the relocation requirement in writing (email is fine) 2. Respond in writing explaining why this creates undue hardship (childcare specifically) 3. Ask for reasonable accommodation (like remote work if possible) 4. Let them terminate you rather than quitting 5. File for UC immediately after termination 6. Be prepared for your employer to challenge your claim During your appeal (if needed), emphasize that this would cause significant hardship with childcare arrangements AND that the distance exceeds PA's guidelines for suitable work. You've got a strong case here.

I've been trying to reach PA UC for WEEKS about a similar issue (mine was only 35 miles but still impossible with my situation). CONSTANTLY busy signals!!! Finally used a service called Claimyr (claimyr.com) that got me through to an actual person at UC in about 20 minutes. They have a video showing how it works: https://youtu.be/CEPETxZdo9E?si=WL1ZzVZWG3KiHrg2 The agent explained that relocation cases depend on the specific details but generally anything over 35 miles that creates provable hardship (especially childcare) is grounds for benefits. Makes a HUGE difference talking to a real person versus trying to figure it out from the website. Good luck!

my company did this to me to try to get me to quit!!!! its a TRICK they use to avoid paying unemployment!!!!! DONT QUIT let them fire u. and when u file make sure u say exactly the thing about your kids daycare because that proves its unreasonable what there asking. i won my case but had to appeal first. ugh the system is a nightmare but dont give up!!!

Everyone keeps saying 'let them fire you' but what if they never actually pull the trigger? My friend's company just kept scheduling her at the far location until she gave up and quit - then denied her benefits! Maybe ask HR directly what happens if you simply don't report to the new location?

I know this isn't exactly what you asked but have you looked into Pennsylvania's daycare assistance program while you're sorting this out? If your income drops while fighting this issue, you might qualify for subsidies that could help with extended daycare hours if you end up having to take a job with a longer commute in the future. Just trying to think of backup plans here!

why dont u just move closer to the new work site? 9 years is a long time to be with a company seems crazy to throw that away tbh

Quick update on current PA rules: For most areas, "suitable work" is defined as being within a one-way commuting distance of 45 minutes or less from your residence. The 20% of daily work hours guideline is still used as well. Both support your case. Also important: PA unemployment reviews whether the employer made "reasonable accommodations" before termination. Have they offered any compromise solutions? Partial remote work? Schedule adjustments? Documenting that you proposed reasonable alternatives that were rejected strengthens your case significantly. Lastly, when you file, make sure you use the phrase "material change in employment terms" in your explanation. Be factual and specific about the daycare closing times and why the commute makes it impossible to meet those obligations.

I went through something very similar about 6 months ago in PA and want to share what worked for me. My employer tried to relocate me from my local office to a site 55 miles away, which would have made picking up my daughter from after-school care impossible. Here's what I learned: PA specifically considers childcare obligations when determining if work is "suitable." The key is documenting EVERYTHING. I saved every email about the relocation, wrote detailed explanations about my childcare situation, and even got a letter from my daycare provider confirming their hours and my pickup obligations. When I refused the transfer and they terminated me, I filed for UC immediately. My employer did contest it initially, but I won on appeal because I had clear documentation that the relocation created "undue hardship" due to childcare responsibilities. The hearing officer specifically mentioned that PA recognizes childcare as a legitimate constraint on suitable work. One thing that really helped my case: I had asked my employer if there were ANY alternatives (remote work, flexible hours, etc.) and they refused everything. Make sure you document that you tried to find reasonable solutions before they terminate you. You're in a strong position here - 50+ miles with childcare conflicts is definitely grounds for benefits in PA. Just make sure you let them fire you rather than quitting, and keep documenting everything!

I'm dealing with a similar situation right now! My employer is trying to move me from King of Prussia to a facility near Allentown - about 45 miles away. Like you, I have young kids and the commute would make daycare pickup impossible. I've been researching PA UC law extensively and everything I'm finding supports what others have said here. The Pennsylvania UC handbook specifically states that work isn't considered "suitable" if it requires "substantial additional travel time" or creates "undue hardship" with existing obligations like childcare. One thing I'd add - make sure you calculate the ACTUAL commute time during the hours you'd be traveling, not just the Google Maps estimate. Rush hour traffic can easily turn a 50-mile drive into 90+ minutes. I've been tracking my test drives to the new location and documenting the times, which I plan to include in my UC application if it comes to that. Also, if your employer offers any kind of relocation assistance or moving allowance, refusing it actually strengthens your case because it shows the company itself recognizes this is a significant burden they're placing on employees. Stay strong - you have valid grounds here and shouldn't have to choose between your job and your family responsibilities!

I've been following this thread and wanted to add something that might be helpful - make sure you also document any safety concerns related to the longer commute. Pennsylvania UC considers whether a job change creates "hazardous conditions," and driving 2+ hours daily in potentially bad weather could qualify. I had a case where someone's UC was approved partly because the extended winter driving created unreasonable safety risks on top of the childcare issues. Also, if you haven't already, check if your employer has any written policies about reasonable commute distances in your employee handbook. Some companies have internal guidelines that contradict what they're asking you to do, which can be powerful evidence in your favor. The combination of childcare hardship + excessive commute distance + any safety concerns makes this a very strong case for UC benefits. Document everything and don't let them pressure you into quitting!

I'm going through almost the exact same thing right now - company trying to move me from my current location to a site that's about an hour away, and it would completely destroy my childcare arrangements. Reading through all these responses has been incredibly helpful! One thing I learned from my initial consultation with PA UC is that they also look at whether the employer gave you "reasonable notice" of the change. If they just sprung this relocation on you with little warning, that actually strengthens your case because it shows they didn't give you time to make alternative arrangements. Also, make sure when you document everything that you include the financial impact - not just the extra gas and wear on your car, but also any additional childcare costs you'd have to pay (like extended hours fees) if you somehow tried to make it work. PA considers the "total cost" of accepting unsuitable work when making their determination. You're absolutely doing the right thing by refusing this unreasonable demand. A 50+ mile relocation after 9 years with childcare conflicts is textbook "unsuitable work" under PA law. Let them terminate you and file immediately - you've got a really strong case here!

I work in HR and deal with PA UC cases regularly - you absolutely have a strong case here! A 50+ mile relocation that interferes with childcare is classic "unsuitable work" under Pennsylvania law. Key things to remember: 1) Document EVERYTHING in writing - emails about the relocation, your refusal based on childcare hardship, any requests for accommodation they denied. 2) Let them terminate you rather than quitting - this makes your UC claim much cleaner. 3) When filing, use specific language like "material change in employment conditions" and "childcare hardship due to unsuitable commute distance." PA specifically recognizes that work requiring substantially longer commutes (especially over 45 minutes) that creates documented hardship with existing obligations like childcare is not considered "suitable." Your 9-year tenure actually helps your case too - shows this isn't about wanting to leave but about them fundamentally changing your job conditions. File immediately after termination and be prepared for them to contest it initially - most employers do. But with proper documentation of the childcare conflict and excessive distance, you should prevail. Good luck!

I just went through something very similar in PA and wanted to share some additional advice that really helped my case. Beyond all the great points about documentation and childcare hardship, make sure you also document any attempts to find middle-ground solutions with your employer. For example, I formally requested hybrid work arrangements, adjusted start/end times, or even a gradual transition period - and made sure to get their rejections in writing. PA UC really looks favorably on claimants who tried to work with their employer before the situation became untenable. Also, if you have any performance reviews or commendations from your 9 years there, gather those too. It helps establish that this isn't about your job performance but purely about their unreasonable relocation demand. One more tip: when you file your claim, don't just focus on the distance - emphasize the "material change in working conditions." You were hired to work at location A, and now they're unilaterally changing that to location B with significantly different requirements. That's exactly what PA's "suitable work" provisions are designed to protect against. You're absolutely making the right choice by standing your ground on this. A 50+ mile relocation after 9 years that destroys your childcare arrangements is textbook unsuitable work under PA law. Stay strong!

I went through a very similar situation in PA about 2 years ago and wanted to share what ultimately made the difference in my successful UC claim. My employer tried to relocate me from my home office to a location 48 miles away, which would have made my existing childcare arrangements impossible. The key thing that helped me win (even after they initially contested it) was creating what I called a "hardship impact statement." I documented not just the increased commute time, but the cascade of problems it would create: daycare late fees, the need to find new extended-hours care (which was more expensive and had a waiting list), the safety concerns of driving that distance in bad weather with kids' schedules, and the financial impact of gas/vehicle wear. I also included a timeline showing how long I'd worked at the original location and emphasized that this was a fundamental change to the job I was hired to do, not just a minor adjustment. PA UC really responded to the argument that I had fulfilled my end of the employment bargain for years, and they were essentially trying to force me into a completely different job. Make sure when you file that you mention you explored alternatives (remote work, schedule changes, etc.) and they refused everything. PA looks very favorably on employees who tried to find reasonable solutions before the situation became impossible. Your case sounds even stronger than mine was - 50+ miles with established childcare conflicts after 9 years should absolutely qualify you for benefits. Document everything and don't let them pressure you into quitting!

I'm a newcomer here but have been following this thread closely because I'm facing a very similar situation. My employer just informed me they're relocating my position from our current facility to a site 60+ miles away, and like you, it would completely destroy my childcare arrangements. Reading through all these responses has been incredibly educational - especially hearing from people who actually won their UC cases in similar circumstances. The advice about documenting everything, letting them terminate you rather than quitting, and using specific language like "material change in employment conditions" seems crucial. What really stands out to me is how many people have successfully gotten PA UC benefits in these exact situations. It seems like PA really does recognize that a major relocation affecting childcare is "unsuitable work," especially when you've been at the same location for years. I'm planning to follow the same approach - document everything in writing, formally request reasonable accommodations (even though I expect them to refuse), and let them terminate me if they won't budge. It's stressful not knowing what will happen, but hearing all these success stories gives me confidence that PA UC will recognize this as an unreasonable change to our employment conditions. Thanks to everyone who shared their experiences - this thread is going to be incredibly helpful for those of us dealing with these situations!

I'm new to this community but had to jump in after reading through this incredibly helpful thread. I'm actually dealing with an almost identical situation - my employer of 7 years just announced they're relocating my department from our current location to a facility 55 miles away. Like many of you, the commute would make my childcare situation completely impossible. What's been so valuable about this discussion is seeing how many people have successfully gotten PA UC benefits in these exact circumstances. The detailed advice about documentation, using specific terminology like "material change in employment conditions," and the importance of letting them terminate you rather than quitting has been eye-opening. I'm especially grateful for the practical tips like creating a "hardship impact statement" and getting daycare provider letters. I never would have thought to document test drive times during actual commute hours or to check employee handbook policies about reasonable commute distances. It's clear that PA really does recognize childcare obligations as a legitimate constraint when determining "suitable work," and that major relocations after years of employment at a specific location are considered unreasonable changes to employment conditions. For anyone else facing this situation - this thread shows you're not alone and there's a strong legal foundation for refusing these unreasonable relocations. Thanks to everyone who shared their experiences and expertise!

I'm brand new to this community but stumbled across this thread while researching my own situation and wow - this has been incredibly informative! I'm facing something very similar where my employer is trying to relocate me from my current office to a site about 40 miles away, which would completely mess up my ability to get my kids from after-school care on time. Reading through everyone's experiences here has been such a relief - I was starting to think I was the only one dealing with this kind of unreasonable demand from an employer. The fact that so many people have successfully gotten PA UC benefits in these situations gives me hope that there's actually legal protection for workers facing these impossible choices. The advice about documentation has been especially valuable. I've started saving every email about the proposed relocation and plan to formally request accommodations (like hybrid work) in writing so I have their refusal documented. The tips about calculating actual commute times during rush hour and getting letters from daycare providers are brilliant. What really stands out to me is how PA genuinely seems to recognize that childcare obligations are legitimate constraints when determining if work is "suitable." It's reassuring to know that after being with a company for years, they can't just arbitrarily change your working conditions and force you into an impossible situation. Thanks to everyone who shared their stories and advice - this thread is going to be a huge help for those of us navigating these challenging situations!