Can I get TWC unemployment if I quit my job, or only if fired?

YOU CANNOT GET BENEFITS IF YOU QUIT!!!! I made this mistake last year and got DENIED. The TWC doesn't care how bad your boss is, they only care that YOU left. Don't believe anyone who tells you different. They'll say you "voluntarily left suitable employment" and deny your claim 100%. I even tried to explain how my supervisor was harassing me and they didn't care AT ALL.

The previous commenter isn't entirely correct. While it's true that quitting makes qualifying more difficult, you CAN receive unemployment in Texas if you quit with "good cause connected to the work." This includes unsafe working conditions, significant changes to job duties/pay without warning, or certain types of harassment/discrimination. You'll need to document everything carefully—dates, incidents, any complaints you filed, etc. The burden of proof will be on you to show you had no reasonable alternative but to quit. I've seen people qualify after quitting, but it's definitely harder than if you're laid off.

i quit last summer cuz my boss was crazy and i got benefits but took like 2 months of waiting

I've helped several people navigate TWC claims, and here's the accurate information: You can qualify for unemployment benefits in Texas after quitting if you establish "good cause connected with the work." This means proving that any reasonable person in your situation would have also quit. Good cause examples that TWC recognizes: - Significant reduction in hours or pay (usually 20%+) - Unsafe working conditions that your employer refuses to address - Harassment or discrimination that continues after reporting to management - Medical conditions that your employer refuses to accommodate - Being forced to commute an unreasonable distance after company relocation You MUST try to resolve the issues before quitting (documenting your attempts), and you need evidence. When filing, be very specific about these attempts in your separation explanation.

Let me share my experience from last year with the TWC. I quit my warehouse job because they kept making us work in an area with exposed electrical wires and standing water. I documented EVERYTHING - took photos, showed my complaints to management (dated emails), and even had texts from coworkers about the same issues. When I filed, TWC initially denied my claim, saying I voluntarily quit. Then I appealed and had a phone hearing where I explained everything and submitted all my evidence. The hearing officer overturned the decision and approved my benefits because I proved "good cause connected with work." The key was calling TWC to check my status and get help with the appeal. I couldn't get through for DAYS until I found this service called Claimyr (claimyr.com). They got me connected to a TWC agent in about 20 minutes instead of spending days redialing. They have a video showing how it works: https://youtu.be/V-IMvH88P1U?si=kNxmh025COIlIzKh My advice: document EVERYTHING, try to resolve it first, and be ready to appeal if denied.

My sister quit her job at a restaurant in Houston last Nov and got approved for benefits no problem. Her boss kept changing her pay structure and she could prove it. Depends on your situation I think!

When I worked at TWC back in 2019 (different department), the unofficial rule was that quitting usually resulted in denial UNLESS you could prove you took reasonable steps to resolve the situation first. Did you talk to your supervisor? HR? Is there a formal complaint process? Make sure you've done all that and documented it before quitting.

One more important thing to consider: if you do quit, you should file your TWC claim immediately. In your separation explanation, be extremely specific about why you had good cause to quit. Include dates, names, and detailed descriptions of incidents. Also, be prepared for your employer to contest your claim - they almost always do for voluntary quits because it can affect their unemployment tax rate. If your initial claim is denied (which happens frequently even with good cause), don't give up! Appeal within the 14-day deadline and prepare thoroughly for your hearing. Many initial denials get reversed on appeal when claimants present their evidence properly. I'd suggest reviewing the TWC's Unemployment Insurance Law Manual section about voluntary quits before you make your decision: https://www.twc.texas.gov/unemployment-benefits-law-manual-chapter-3-qualifying-requirements#3.2.0

I went through a similar situation about 6 months ago. My employer was cutting my hours drastically and ignored multiple safety violations I reported. I ended up quitting and filing for unemployment. Here's what I learned: The TWC will look at whether you had "good cause connected with the work" - but you need solid documentation. I kept a detailed log of every incident with dates, times, and witnesses. I also saved all my emails to management and took photos of the safety issues. When I filed my claim, I was very specific in my separation reason. Instead of just saying "toxic work environment," I wrote exactly what happened: "Employer reduced my hours by 35% without notice over 6 weeks, failed to address documented safety hazards after 3 written complaints, and refused to provide written explanation for schedule changes." My claim was initially approved, but my employer contested it (they almost always do). I had to do a phone hearing where I presented all my evidence. The hearing officer ruled in my favor because I could prove I tried to resolve the issues before quitting and that any reasonable person would have done the same. My advice: document everything, exhaust all internal remedies first, and be very detailed when filing your claim. Good luck!

Just want to add my perspective as someone who successfully got benefits after quitting. I was in a similar situation - my employer kept changing my schedule with less than 24 hours notice, making it impossible to arrange childcare or plan anything. I documented every single schedule change for 3 months, including screenshots of the scheduling app and emails. The key things that helped my case: 1. I calculated that my hours were reduced by about 40% compared to when I was hired 2. I had written proof I asked my manager multiple times for consistent scheduling 3. I filed a formal complaint with HR and kept their response (which was basically "deal with it") 4. I waited 2 weeks after the HR response before quitting to show I gave them a chance to fix it When I filed, I was super detailed about the financial impact and how the unpredictable schedule made it impossible to get a second job. My claim was approved on the first try, though my employer did contest it. The hearing was actually pretty straightforward - I just walked them through my timeline and evidence. One tip: when you file, don't just say "schedule changes" - be specific about the impact. I said something like "Employer reduced guaranteed hours from 32/week to 18/week average over 3 months and refused to provide schedule more than 1 day in advance, making it impossible to secure additional employment or childcare." Good luck with whatever you decide!

I just wanted to share another data point for you - I quit my retail job in Dallas about 8 months ago due to unsafe working conditions and schedule manipulation, and I was approved for benefits after an appeal. My situation was similar - management kept cutting my hours (from 35/week to about 20), wouldn't fix a broken security door that left us vulnerable during night shifts, and started scheduling me for shifts that conflicted with my college classes despite hiring me specifically as a student worker. The process wasn't easy though. My initial claim was denied with the standard "voluntary quit" reason. But I appealed within the 14 days and prepared thoroughly for the hearing. I had: - Screenshots of my original job posting mentioning "student-friendly scheduling" - A spreadsheet tracking my hour reductions over 4 months - Photos of the broken security equipment - Email chain with my manager about the safety concerns (3 emails over 6 weeks with no real response) - Documentation showing I asked to be transferred to day shifts to accommodate my classes During the phone hearing, the officer seemed most interested in two things: 1) That I tried multiple times to resolve the issues internally, and 2) That the conditions had materially changed from what I was hired for. The broken security door was actually what sealed it - they said that was clearly an unsafe working condition that any reasonable person would want to escape. One thing I learned: TWC really does care about whether you made good faith efforts to fix the problems before quitting. Don't just quit impulsively - document your attempts to work with management first. That paper trail is crucial. Hope this helps with your decision!

I've been following this thread closely since I'm dealing with a similar situation right now. What I'm gathering from everyone's experiences is that documentation is absolutely critical, and you really need to exhaust internal remedies before quitting. Based on what you've described - the last-minute schedule changes, hour cuts, and safety issues - it sounds like you might have a legitimate case for "good cause connected with the work." The 30% hour reduction you mentioned in one of your replies is significant, and the safety concerns add another layer. My suggestion would be to create a comprehensive timeline before making any decisions. Include: - Every schedule change with dates and how much notice you received - Documentation of the hour reduction (percentage and dollar impact) - All safety issues with photos if possible - Every attempt you've made to resolve these issues (emails, conversations, formal complaints) I'd also recommend filing that formal HR complaint you mentioned and giving them a reasonable time to respond (maybe 1-2 weeks) before making your final decision. That way you'll have clear evidence that you tried to work within the system first. The people who got approved seem to have one thing in common - they were extremely detailed and specific when filing their claims, and they had solid evidence of trying to resolve issues internally first. The appeals process sounds challenging but definitely winnable if you have your documentation in order. Whatever you decide, make sure you're prepared financially for the possibility of an initial denial and appeal process. From what others have shared, it can take a couple of months even in successful cases.

I'm actually going through something very similar right now and have been researching this extensively. From what I've learned, Texas does allow unemployment benefits for voluntary quits, but only if you can prove "good cause connected with the work." The key seems to be thorough documentation and following the proper steps. I've been keeping a detailed log of every incident, including: - Screenshots of schedule changes and the timing of notifications - Photos of safety hazards with timestamps - Email chains with management about my concerns - Records of hour reductions with financial impact calculations What really helped me understand the process was reading through some successful appeals on the TWC website. The cases that got approved all had a few things in common: they tried multiple times to resolve issues internally, they documented everything, and they were very specific about how the working conditions had materially changed from what they were originally hired for. One thing I learned is that TWC looks at whether a "reasonable person" in your situation would have also quit. With 30% hour cuts, safety issues, and last-minute scheduling that makes it impossible to plan your life or get additional work - that sounds like it could meet that standard. I'd definitely recommend filing that formal complaint through your company's system before making any final decisions. It shows you exhausted internal remedies and gives you another piece of documentation. Keep copies of everything and follow up in writing if they don't respond within a reasonable timeframe. The appeals process sounds intimidating but manageable if you're prepared. Good luck with whatever you decide!

I wanted to add another perspective based on my experience helping people with unemployment claims. One thing I haven't seen mentioned yet is the importance of understanding TWC's specific definition of "good cause connected with the work." From the cases I've seen, TWC looks very closely at whether the conditions that caused you to quit were: 1. Work-related (not personal circumstances) 2. Beyond your reasonable control 3. So significant that continuing employment was not a viable option Your situation with 30% hour cuts, safety issues, and unpredictable scheduling actually hits all three criteria. The key is presenting it properly. When you file your claim, I'd recommend structuring your separation reason like this: "Employer unilaterally reduced my weekly hours from [X] to [Y] (30% reduction) over [timeframe], refused to address documented safety hazards after [number] formal complaints, and implemented last-minute schedule changes that prevented securing additional employment. Despite multiple written requests for resolution over [timeframe], employer failed to restore working conditions to original terms of employment." Also, make sure you're prepared for the fact that even with good cause, there might be a brief disqualification period while they investigate. Don't let that discourage you - it's standard procedure. The documentation everyone's mentioned is crucial, but also consider getting written statements from coworkers who witnessed the same issues. Sometimes having third-party verification can strengthen your case significantly.

I've been reading through everyone's experiences and wanted to share some additional insights that might help. I successfully received benefits after quitting due to constructive dismissal (which is essentially what you're describing - being forced to quit due to intolerable working conditions). A few practical tips based on my experience: **Timing matters**: When you file your claim, do it immediately after quitting. Don't wait weeks - TWC wants to see that you quit because of the work conditions, not because you found something else or just got tired of working. **Medical documentation**: If the safety issues are causing you stress, anxiety, or physical problems, get this documented by a healthcare provider. TWC sometimes gives more weight to cases where working conditions affected your health. **Financial impact calculations**: Beyond just the hour reduction percentage, calculate the actual monthly/weekly dollar loss. For example: "Hour reduction from 40 to 28 hours weekly resulted in $X loss per month, making it financially impossible to meet basic living expenses." **The "last straw" principle**: TWC often looks for a specific final incident that prompted you to quit. Was there one particular schedule change, safety incident, or interaction that was the breaking point? Document that clearly. From what you've described - 30% hour cuts, ignored safety concerns, unpredictable scheduling - you have a solid foundation for a good cause claim. Just make sure every piece of evidence tells the story that a reasonable person in your position would have had no choice but to quit. The process can be stressful, but many people succeed with proper documentation and persistence. Good luck!

I've been through a very similar situation and want to offer some encouragement. Last year I quit my job due to a combination of unsafe working conditions and significant hour reductions (about 25% cut). Like many others here, I was initially denied but won on appeal. The most important thing I learned is that TWC really does evaluate these cases individually - it's not an automatic denial like some people think. What made the difference for me was having a clear timeline of events and showing that I made multiple good-faith efforts to resolve the issues before quitting. A few specific things that helped my case: - I kept a simple spreadsheet tracking my hours week by week to show the pattern of reduction - I took photos of safety hazards with my phone (timestamped) - I forwarded myself copies of every email I sent to management so I had them saved - I wrote down details of verbal conversations immediately after they happened The appeals hearing was actually less intimidating than I expected. The hearing officer just wanted to understand the facts and seemed genuinely interested in whether I had viable alternatives to quitting. When I could show that I'd tried multiple times to get the issues fixed and that my income had dropped below what I needed to survive, they ruled in my favor. Based on what you've shared - the 30% hour cuts, documented safety issues, and evidence of trying to work with management - you seem to have a strong case. Just make sure to be extremely detailed when you file and don't get discouraged if you get an initial denial. The appeal process exists for exactly these types of situations. Best of luck with whatever you decide!

I've been following this discussion closely as someone who went through a similar situation in Texas about a year ago. What strikes me about your case is how well-documented your issues seem to be already - the 30% hour reduction, safety concerns, and unpredictable scheduling are exactly the types of "good cause connected with the work" situations that TWC recognizes. From my experience and what I've observed helping others, your strongest points are likely to be: 1. The significant hour reduction (30% is well above the threshold TWC typically considers substantial) 2. The documented safety issues you've reported multiple times without resolution 3. The last-minute schedule changes that prevent you from securing additional employment I'd recommend taking a systematic approach: finish documenting everything as others have suggested, file that formal HR complaint you mentioned, and give them a reasonable timeframe to respond. If they don't address your concerns, you'll have a solid paper trail showing you exhausted all internal remedies. One additional tip: when you do file your TWC claim, focus on the business/financial impact rather than just the emotional stress. Phrases like "hour reduction made it financially impossible to meet basic living expenses" or "unpredictable scheduling prevented securing supplementary employment" tend to resonate more with hearing officers. The success stories in this thread show it's definitely possible to get approved after quitting for good cause, but preparation and documentation are absolutely critical. Good luck with your decision!

I've been reading through all these responses and wanted to add my perspective as someone who recently went through this exact process. I quit my job in San Antonio about 4 months ago due to similar issues - management kept cutting my hours (dropped from 38 to about 24 hours per week), ignored multiple safety complaints, and started scheduling me for shifts that conflicted with my second job without any notice. The good news is that I was approved for benefits, but it took persistence and really solid documentation. Here's what I wish I'd known from the start: **Document everything in real-time** - Don't try to recreate your timeline later. I used a simple notes app on my phone to record incidents as they happened, including dates, times, and witnesses. **Calculate the financial impact precisely** - I showed that my hour reduction cost me $640/month, which was more than my car payment and utilities combined. TWC seemed to really focus on the concrete financial harm. **The "good faith effort" requirement is real** - I had to show I tried multiple approaches: informal conversations with my supervisor, formal emails to HR, and even offered to work different shifts to accommodate their needs. None of it worked, but having that paper trail was crucial. **Be prepared for the long game** - My initial claim was denied, but I won on appeal. The whole process from filing to receiving my first payment took about 10 weeks, so make sure you have some savings or other support during that time. From what you've described, your situation sounds even stronger than mine was. The combination of 30% hour cuts, documented safety issues, and schedule manipulation that prevents additional employment is exactly what TWC considers "good cause." Just make sure you exhaust those internal remedies first and document every step. Feel free to reach out if you have specific questions about the process - happy to help a fellow Texan navigate this system!