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By the way, I'm pretty sure he'll need to report which union hall he's registered with. I think there's a specific part in the weekly claim for that. It's been a few months since I had to do this but I remember you have to put your local number somewhere.
That's correct - there's a section in the weekly claim that asks if you're a member of a union with a hiring hall. The first time he files, he'll need to enter his union information, but after that, the system remembers it. As long as he indicates he's still a member of that same union when filing after the short job, he'll maintain the job search exemption.
One thing I'd add that hasn't been mentioned yet - make sure your husband keeps detailed records of his work dates and earnings during that short assignment. I recommend he write down or screenshot his daily hours and pay stubs immediately. When he resumes filing after being laid off again, having exact dates and dollar amounts makes the process so much smoother. Also, if the union dispatcher gives him any paperwork about the temporary assignment or layoff, keep copies of that too. ESD sometimes asks for documentation if there are any questions about work separation, and having everything organized ahead of time can save a lot of headaches later.
This is such great advice! I'm definitely going to have him keep a detailed log of everything. It sounds like documentation is key if there are ever any questions. Better to have too much information than not enough when dealing with ESD. Thanks for thinking of that detail - I wouldn't have considered keeping dispatcher paperwork but that makes total sense.
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Thanks everyone for all the helpful information. I think I have a much better understanding now of how business ownership affects unemployment eligibility.
Good luck with whatever you decide to do next. The entrepreneurial spirit is admirable even when things don't work out.
Definitely. Starting a business takes guts and most people never even try.
I'm in a similar boat - had to close my freelance design business last month after three years. Reading through all these responses, it sounds like since I was taking distributions rather than paying myself a salary, I won't qualify for regular UI benefits. It's frustrating because I did pay self-employment taxes, but apparently that doesn't count toward unemployment insurance. Has anyone found success with other assistance programs for former business owners? I'm looking into everything at this point.
@Aiden Chen I m'really sorry you had to close your business too. It s'such a tough situation when you ve'put years of work into something. Have you looked into whether you might qualify for any SNAP benefits or other basic assistance programs while you re'transitioning back to traditional employment? I know it s'not the same as unemployment insurance, but it might help bridge the gap. Also, since you were doing freelance design work, you probably have a portfolio and client relationships that could help you find contract or permanent positions with agencies or companies. The skills transfer even if the business structure didn t'work out.
I'm really sorry to hear about your design business closing - that must be incredibly difficult after putting three years into it. You're absolutely right that the self-employment tax situation is frustrating since it feels like you were paying into the system, just not the right part of it for unemployment purposes. I've been researching other options myself since realizing I won't qualify for regular UI benefits either. One thing I discovered is that some local workforce development boards have special programs for displaced business owners or entrepreneurs transitioning back to traditional employment. They sometimes offer job search assistance, retraining opportunities, or even temporary financial support that's separate from the regular unemployment system. It might be worth reaching out to WorkSource Washington to see if they have any programs specifically for people in our situation. Also, since you mentioned you were doing freelance design, have you considered reaching out to temp agencies that specialize in creative services? They might have contract opportunities that could provide some income while you're figuring out your next steps.
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does washington have a waiting week or do benefits start right away?
Washington eliminated the waiting week in 2020. Benefits start with your first week of unemployment as long as you file your weekly claim on time.
awesome, thats one less thing to worry about when budgeting
This thread should be pinned somewhere. Best explanation of Washington ESD benefit calculations I've seen. Way clearer than their official website.
Totally agree! I've been lurking here trying to understand my own benefit calculation and this thread has been incredibly helpful. The step-by-step breakdown with actual examples really makes the difference. Government websites are usually so hard to navigate and understand.
I'm new here but this thread really saved me! I've been stressing about my unemployment calculation for weeks and couldn't make sense of the Washington ESD website. The formula everyone explained (highest quarter × 0.0385) is so much clearer than anything I found online. Just did my math and I should get around $420/week which will help a lot while I job hunt. Thanks to everyone who shared their knowledge!
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I was in almost the exact same situation about 6 months ago! Filed with Washington ESD and then my previous employer reached out about coming back within a week. What I learned is that you definitely CAN withdraw your claim before any payments are issued - I called and spoke with a representative who walked me through the process. The key is to act quickly before your first payment gets processed. In my case, I decided to keep the claim open but just stopped filing weekly certifications until I knew for sure about the job situation. Turned out to be the right call because the employer ended up changing their mind about rehiring. Having that safety net already in place saved me from having to start the whole application process over again. My advice would be to get something concrete in writing from your employer about their timeline before making any final decisions about withdrawing the claim.
This is super helpful! I'm in almost the exact same boat - filed about a week ago, no payments yet, and now my former employer is making noises about bringing me back. Your approach of keeping the claim open but not filing weekly certifications sounds like the smartest strategy. I'm definitely going to push for something in writing from my employer before making any moves. Out of curiosity, when you eventually reactivated your claim after your employer changed their mind, was there any complicated paperwork or did you just resume filing weekly certifications normally?
Wow, this is incredibly helpful! I'm actually the original poster and your experience sounds almost identical to mine. It's really reassuring to hear from someone who went through this exact situation. I think you're absolutely right about keeping the claim open but not filing weekly certifications - that seems like the safest approach while I figure out what's happening with my employer. I'm definitely going to ask for something in writing about their timeline and intentions. It sounds like even if they change their mind later, I'll be protected by having the claim already established. Thanks for sharing your story - it's exactly what I needed to hear!
I went through something similar with Washington ESD about 8 months ago. One thing that really helped me was calling early in the morning (like right when they open at 8am) - the wait times were much shorter than calling during peak hours. Also, when you do get through to someone, ask them to email you a confirmation of whatever action they take on your claim. I learned this the hard way when there was some confusion later about whether my withdrawal request had actually been processed. Having that email documentation saved me a lot of headaches. Given that your employer is just "considering" bringing you back, I'd personally lean toward keeping the claim open but inactive until you have something more concrete from them.
That's really smart advice about calling right when they open! I never thought about timing making such a difference with wait times. And getting email confirmation is brilliant - I can see how that documentation would be crucial if there's any confusion later. Your point about keeping the claim open but inactive until I have something concrete from my employer really resonates with me. Right now all I have is a phone call saying they're "considering" options, which isn't exactly a firm job offer. I think I'll follow your approach and wait for something more solid before making any big moves with the claim. Thanks for the practical tips!
Danielle Campbell
I'm in a very similar situation - my company just announced they're moving to California next month and I can't relocate because of my kids' school situation and my husband's business here. Reading through all these responses has been so helpful! It's reassuring to know that Washington ESD recognizes employer relocation as involuntary separation. I've been documenting everything like suggested - saving all the company emails, the official announcement, and I'm putting together a summary of why relocation isn't feasible for my family. Has anyone had experience with how they handle cases where you have school-age children? I'm wondering if that strengthens the case for why relocation would be unreasonable.
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Henry Delgado
•Yes, having school-age children definitely strengthens your case! When I worked at an employment law firm, we saw cases where parents successfully argued that relocating would disrupt their children's education and social development. Washington ESD typically considers the impact on family stability, especially when it involves uprooting kids from their schools and social networks. Make sure to document things like your children's current grade levels, any special programs they're enrolled in, and how mid-year relocation would affect their academic progress. The fact that your husband has an established business there adds even more weight to your argument that relocation would create undue hardship for your family unit.
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Rebecca Johnston
I'm dealing with almost the exact same situation! My employer announced they're moving to Oregon and I can't relocate due to caring for my elderly mother who has health issues here in Washington. Reading through everyone's responses has been incredibly helpful - especially knowing that Washington ESD considers this involuntary separation rather than voluntary quit. I've been worried they might see it as me choosing not to take the job offer, but it sounds like having legitimate family obligations that prevent relocation is well-recognized as good cause. I'm going to start gathering all the documentation people mentioned - the relocation announcement emails, timeline, and a written explanation of my caregiving responsibilities. It's such a relief to hear from others who've been through this successfully. Thanks everyone for sharing your experiences!
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Max Reyes
•Caring for an elderly parent with health issues is definitely considered a valid reason for not being able to relocate! Washington ESD recognizes family caregiving responsibilities as legitimate circumstances that would make relocation unreasonable. Your situation sounds very similar to what others have shared here - you're not voluntarily quitting, you're unable to continue employment due to circumstances beyond your control. Make sure to document your mother's health needs and your role as her caregiver when you file your claim. It might also help to have something from her doctor or healthcare provider that confirms she requires ongoing care in the area. You're doing the right thing by gathering all that documentation ahead of time!
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