PA UC eligibility questions - job length requirements, termination for attendance points, and refiling timeframes

For your first question, PA doesn't have a minimum job length requirement specifically, but you need to have earned enough wages during your "base period" (usually the first 4 of the last 5 completed calendar quarters before filing). For 2025, you need to have earned at least $116 per week for at least 18 weeks in your base period. For your second question, being fired for attendance issues will likely be considered misconduct, which would disqualify you from benefits. The one-year policy at your job doesn't matter to UC - what matters is if your absences were for good cause or if you violated reasonable employer policies. For your third question, you generally need to wait until your benefit year ends (12 months from when you first filed) AND have enough new earnings to qualify for a new claim. You can't just file a new claim whenever you want.

I got fired for EXACTLY the same thing last october!!! points system for being late and calling off. i fought it and WON my UC claim bc i had doctors notes for most of my absenses. they tried to say i commited misconduct but my hearing officer said if u have medical reasons and can prove it, its NOT misconduct!!!! make sure u keep ALL ur medical papers and texts where u told ur boss u were sick!!!

To add to what others have said about your questions: 1. Pennsylvania looks at your base period earnings, not job length. Your base period is the first 4 of the last 5 completed calendar quarters before filing. You must have earned at least $116 per week for 18+ weeks AND have at least 37% of your total base period wages outside your highest quarter. The financial determination can be complex. 2. For misconduct terminations (like attendance points), it depends on the circumstances of your absences. If they were truly beyond your control and you properly reported them according to company policy, you might qualify. But if they were unexcused or you didn't follow call-out procedures, you'll likely be disqualified. 3. For refiling, you need to wait until your benefit year is over AND have enough new earnings since your last claim started (typically 6x your weekly benefit rate). This prevents people from repeatedly collecting benefits without working in between. If you're anticipating filing soon, save all documentation related to your employment and any absences. PA UC will investigate with your employer before making a determination.

my brother got fired for points last year and didnt get unemployment. they said it was his fault for missing work. but my cousin got fired for something similar and she did get benefits. i think it depends on who reviews your case tbh

When my employer fired me for attendance, I fought with PA unemployment for WEEKS trying to get through on their phone line. Eventually I found Claimyr (claimyr.com) and they got me connected to an actual PA UC rep in about 15 minutes. The rep explained exactly what documentation I needed to prove my absences weren't misconduct. Totally worth it instead of dealing with busy signals for days. They have a video showing how it works: https://youtu.be/CEPETxZdo9E?si=WL1ZzVZWG3KiHrg2 My advice is don't wait until you're fired to start gathering evidence. Get copies of all doctor's notes, text messages to supervisors about being sick, and any emails about your absences. PA UC puts the burden on YOU to prove you weren't fired for willful misconduct.

wait so if u already got uc before u gotta wait a whole year to apply again????? thats crazy

I went through this exact situation in January. PA UC is VERY strict about attendance-related terminations. Even with doctor's notes, they initially denied my claim, saying I should have applied for FMLA protection. I had to appeal and go through a hearing where I explained that I wasn't eligible for FMLA yet (hadn't been there a year). Eventually won but it took almost 3 months to get any payments. One tip: If they fire you, make sure you get a clear written statement about WHY they're firing you. If it's vague like "failure to meet expectations" instead of specifically about attendance, it can help your case.

One more important thing about your situation: If you're anticipating being fired soon and want to file for UC, wait until AFTER you're actually separated from employment. Filing while still employed can cause complications and delays. Also, when you do file, answer all questions about the separation 100% truthfully. If your employer reports a different reason than what you stated, it automatically creates an issue that requires investigation and will delay your payments.

good luck man the whole system is rigged against workers i swear

Just to address your original questions again with some specific numbers: 1. For 2025, the minimum qualifying wages in your base period is about $2,088 (18 weeks × $116) 2. For misconduct cases, the burden of proof is on the employer, but attendance is something they can usually document easily 3. For refiling, you typically need to earn approximately 6× your previous weekly benefit rate in new wages to qualify for a new claim after your benefit year ends Hope this helps clarify things!

I was in a similar situation last year and want to share what I learned. The key thing about attendance-related terminations is that PA UC will look at whether your absences were "willful" or beyond your control. Having medical documentation is crucial, but make sure it's from actual healthcare providers (urgent care, doctors, hospitals) - not just employer sick notes or self-certifications. Also, keep track of how you reported each absence to your employer. If you followed their call-out procedures correctly, that helps your case. If you had no-call/no-shows, be prepared to explain the circumstances (like being in the ER and unable to call). One thing that helped me was creating a timeline of all my absences with dates, reasons, and what documentation I had for each. When they investigate, they'll want specific details about every absence that contributed to your termination. The process can be stressful, but don't give up if you get initially denied. A lot of attendance-related denials get overturned on appeal if you have good documentation and valid reasons for your absences.

Just wanted to add something about the documentation piece that might help - when I went through my UC hearing, the referee specifically asked about whether I had informed my employer about any ongoing health conditions that might affect my attendance. Even if you don't have FMLA protection yet, letting your supervisor or HR know in writing that you're dealing with health issues can strengthen your case that the absences weren't just "willful misconduct." Also, if your warehouse has an employee handbook or attendance policy, make sure you get a copy before you're terminated. Sometimes employers don't follow their own progressive discipline policies, and that can work in your favor during an appeal. In my case, my employer skipped steps in their own disciplinary process, which the hearing officer noted in my favor. The waiting period sucks, but document everything now while it's fresh in your memory. Good luck!

I've been following this thread and wanted to share something that might help with your situation. I work in HR at a manufacturing facility and deal with attendance policies regularly. One thing that often gets overlooked is the difference between "excused" and "unexcused" absences in the eyes of PA UC. Even if your company's point system treats all absences the same way, UC looks at the underlying reasons. Medical absences with proper documentation are typically viewed more favorably than just calling off without a valid reason. Also, regarding the timing question - the fact that your company has a one-year policy before final warnings doesn't mean much to UC. What matters is whether your employer can prove you violated a reasonable attendance policy through willful misconduct. If most of your absences were health-related and you have documentation, that weakens their misconduct case significantly. My advice would be to start organizing your documentation now: medical records, text messages to supervisors, any emails about your absences, and dates/times you called out. Even if you don't end up getting terminated, having everything organized will save you stress later if you need to file a claim.