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As someone who just started working in Washington too, this thread has been incredibly helpful! I had the same confusion about seeing unemployment tax deducted from my paycheck. Coming from another state where employees don't contribute, it was definitely a surprise. Reading through all the responses, I feel much more confident about understanding how the system works here. The key takeaways for me are: the $70,200 wage base limit for 2025, the 0.4292% employee rate, and that most types of wages count (regular pay, overtime, bonuses). I'm also going to start keeping better track of my pay stubs like others have suggested - seems like having your own records is really important if any issues come up later with benefit calculations or wage reporting. Thanks to everyone who shared their knowledge and experiences!
You've really captured all the essential points perfectly! It's great to see how this discussion has helped so many newcomers to Washington understand the unemployment system. One additional tip since you mentioned keeping pay stub records - I'd also recommend taking a screenshot or photo of your online pay portal periodically, not just keeping the physical stubs. Some companies only keep digital records accessible for a limited time, and having your own backup copies can be really valuable if you ever need to reference older pay periods. Welcome to Washington - sounds like you're already on the right track with staying informed about these important details!
As someone who just moved to Washington from out of state, this thread has been incredibly valuable! I had no idea that employees actually contribute to unemployment insurance here - that was definitely a surprise on my first paycheck. The detailed breakdown everyone provided about the $70,200 wage base limit and 0.4292% rate really helps me understand what I'm seeing on my pay stub. I'm particularly grateful for the clarification that most types of wages count (regular pay, overtime, bonuses) since I do get occasional overtime. It's also reassuring to know that the system automatically stops deducting once you hit the annual limit. I'm definitely going to start keeping detailed records of my pay stubs after reading about the various issues people have encountered with wage reporting errors. Better to be prepared than deal with complications later if I ever need to file for benefits. Thanks to everyone who took the time to share their knowledge and experiences - this community is such a great resource for navigating Washington's employment systems!
Welcome to Washington, Ravi! Your summary really captures all the key points perfectly. As another newcomer who went through the same confusion, I can definitely relate to that surprise of seeing unemployment deductions on your first paycheck! One thing I'd add that I learned from reading through this thread - if you're coming from another state where you worked earlier this year, those out-of-state wages don't count toward Washington's $70,200 limit, so you essentially start fresh here. Also, since you mentioned getting occasional overtime, just know that overtime is treated the same as regular wages for unemployment tax purposes, so it all counts toward that annual limit. The record-keeping advice is spot on - I wish I'd started doing that from day one instead of trying to piece things together later. This community really has been amazing for helping navigate all these Washington-specific employment details!
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Just wanted to add another perspective - I work in HR and deal with these situations regularly. Your employer giving you PFML paperwork doesn't necessarily mean they're trying to manipulate their UI tax rates, but it's worth understanding that they're required to inform employees about PFML eligibility when they take unpaid medical leave. However, given your situation (already on partial UI for reduced hours + only 4 days of medical absence), you're making the smart choice by sticking with UI and marking those days as not able/available. The administrative burden of managing both programs simultaneously isn't worth it for such a short absence. One tip: keep documentation of your medical absence (doctor's note, etc.) just in case ESD ever asks about those days you marked as not able/available. It shows you were being honest about your availability for work. Good luck with everything, and I hope you're feeling better!
This is really helpful context from an HR perspective! I was starting to wonder if my employer had ulterior motives, but it sounds like they were just following protocol by letting me know about PFML. I do have a doctor's note from my visit, so I'll definitely keep that handy in case ESD needs documentation later. Thanks for the reassurance that I'm making the right choice by keeping things simple with just the UI claim!
I went through something very similar when I had to take time off for a minor procedure while already on partial UI! The confusion between these programs is real. Just to reinforce what others have said - you're absolutely making the right call by sticking with UI only. I made the mistake of trying to juggle both programs once and it created a nightmare of paperwork and delays. ESD had to investigate the overlap, my UI payments were suspended for weeks, and in the end I had to pay back some benefits due to incorrect reporting. For just 4 days, the PFML juice definitely isn't worth the squeeze, especially with that waiting period. Mark those days as not able/available on your UI claim, keep your documentation, and don't stress about the PFML deadline. Your mental health is worth more than navigating two bureaucratic systems at once! Hope you're feeling better and that your reduced hours situation improves soon.
Thank you for sharing your experience! It's really reassuring to hear from someone who actually went through the juggling act and can confirm it's not worth the hassle. The fact that your UI payments got suspended for weeks sounds like exactly the kind of mess I want to avoid, especially when I'm already dealing with reduced income from fewer work hours. I'm definitely feeling more confident about my decision to skip the PFML and just handle this through my existing UI claim. Really appreciate everyone taking the time to help me figure this out!
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I'm dealing with a similar situation right now! Applied for PFML 10 days ago to care for my newborn and I'm getting anxious about the wait time. Reading through all these responses is really helpful - sounds like employer verification delays are super common. I'm going to check with my HR department tomorrow to make sure they've completed their part. Thanks for sharing your experience and the update that you got it resolved!
Congratulations on your new baby! Definitely check with HR - that seems to be the most common holdup based on everyone's experiences here. For bonding leave with a newborn, make sure you also have all the required documentation like the birth certificate uploaded. The waiting is so stressful when you're already dealing with a new baby, but it sounds like most people do get approved eventually. Good luck!
Just went through this exact same process a few months ago for my mom's hip replacement! The waiting is absolutely nerve-wracking, especially when you're already stressed about your family member's health. From my experience and what I've learned from others, here are a few key things to check: 1. Log into your PFML account and go to the "Documents" section - make sure nothing shows as "Under Review" or has a red status indicator 2. Check your Secure Message Center daily (not just email) - they communicate mostly through there 3. Verify with HR that they've completed their employment verification 4. Make sure your dad's doctor filled out the medical certification completely with their license number The employer verification delay seems to be super common based on everyone's comments here. My claim was held up for almost 2 weeks because HR didn't realize they had received something from ESD that needed to be completed. Once they did their part, I was approved within 3 days. Hang in there - the stress is real but it sounds like you're still well within normal processing times!
This is such a comprehensive checklist - thank you! I'm saving this for reference. The point about checking the Documents section for red status indicators is really helpful. I've been mostly just looking at the main application status page. It's reassuring to hear that so many people have gone through similar delays and gotten approved. The employer verification issue seems to catch everyone off guard! I'm definitely going to use this as my action plan while I wait for my claim to process.
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Thank you everyone for all the helpful advice! I was able to get through to ESD this morning (after many attempts) and explained the situation. They were actually understanding about the confusion. I have to retroactively submit job search activities for the past weeks, but they're giving me time to do it. And I've started the proper standby request process now. Lesson learned - always verify everything in the ESD system and don't just take your employer's word for it!
That's great news! Glad you got it sorted out. Make sure to document everything going forward - save confirmation numbers, take screenshots, and keep records of who you spoke with. It'll make things much easier if any questions come up later.
So glad you were able to get it resolved! This is such a common issue - employers often think they've handled the paperwork when they haven't actually submitted it properly to ESD. Your experience is a perfect example of why it's so important to double-check your own account status rather than assuming everything was done correctly. Hopefully your standby request gets approved quickly so you won't have to keep doing the job searches while you're waiting to return to your landscaping job!
I'm glad to see this got resolved! This is actually a really common issue that trips up a lot of people. For anyone else reading this thread - the key takeaway is that standby status has to be officially approved by ESD in their system, not just arranged between you and your employer. Even well-meaning employers sometimes think they've filed the right paperwork when they haven't. Always log into your eServices account to verify your status shows as "standby" before you stop doing job searches. And if you find yourself in a similar situation, contact ESD as soon as possible to get it straightened out - they're usually more understanding when you're proactive about fixing the issue rather than waiting for them to catch it later.
Drake
When I got laid off last year I chose NO withholding for the first two months then switched to YES for the rest of my unemployment period. It was kind of a compromise - I needed the full amount at first while I was adjusting my budget, then switched to withholding once I had my expenses under control. Just sharing another approach!
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Alexander Zeus
•That's actually a really smart approach. I might consider doing exactly that - no withholding for a month until I get caught up on some bills, then switch to having taxes taken out. Thanks for sharing!
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Andre Moreau
I went through the same decision last year when I was laid off from my retail job. I chose to have taxes withheld from day one, and honestly it was the right call for me. Yes, my weekly benefit was smaller (around $680 instead of $750), but when tax season came around I actually got a small refund instead of owing money. The peace of mind was worth it - I was already stressed about finding work and didn't need the extra worry of a looming tax bill. Plus, once you adjust your budget to the smaller amount, you don't really miss that extra money. Just my 2 cents as someone who's been there!
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Keisha Robinson
•That's really reassuring to hear from someone who actually went through it! Getting a refund instead of owing sounds so much better than the stress of a big tax bill. I think you're right about adjusting to the smaller amount - once I budget for $765 instead of $850 weekly, I probably won't even notice the difference. Thanks for sharing your experience!
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