I've been working as a W2 contractor in Washington for about 2 years and have filed for unemployment twice between contracts - both times went smoothly! The key things that helped me were: 1) Filing immediately after my last day of work (don't wait!), 2) Having all my W2s organized and ready, and 3) Making sure to list the staffing agency as my employer, not the client companies. Washington ESD treats W2 contractors exactly like regular employees since your employer was paying unemployment taxes on your behalf. The online application is pretty straightforward - just be thorough with your employment history and you should be good to go. In my experience, claims usually get processed within 2-3 weeks as long as everything is documented properly.

I'm also a W2 contractor who recently went through this process in Washington! Just wanted to add that when you file online, the system might ask some confusing questions about your "employer" since contractor situations can seem unusual to the automated system. Don't let that throw you off - just consistently list your staffing agency as the employer throughout the entire application. Also, make sure you have your Social Security number for the staffing agency handy (it's usually on your W2) because they'll need that to verify your employment. The whole process took about 2 weeks for me from filing to first payment. One last tip - if you get any kind of severance or final payment after your last day of work, make sure to report that accurately on your weekly claims. Good luck!

I went through something similar when my husband got a job offer in Colorado. One thing that really helped my case was getting a letter from HR at my company stating that they had no remote work options or transfer opportunities available. ESD wants to see that you explored all reasonable alternatives before quitting. Since your situation involves family caregiving, you might also want to get documentation from Montana's caregiver program showing that your wife is in the approval process - even if she doesn't have the job yet, it demonstrates this isn't just a casual move. Also, keep in mind that Montana has a lower cost of living than Washington, so if you do get approved, your benefit amount might go further there than it would here.

I've been following this thread and wanted to add something that might help. I work in HR and have dealt with several employees who needed to quit for family caregiving situations. From what I've seen with ESD cases, the timing of your wife's employment status is crucial, but don't overlook the caregiving aspect itself. Washington does recognize family caregiving responsibilities as potential "good cause" for quitting, especially when it involves relocating to care for an elderly parent or in-law who needs assistance. My suggestion would be to gather documentation on multiple fronts: 1) Medical documentation of your mother-in-law's need for care, 2) Official correspondence from Montana's caregiver program showing your wife is in the approval process, 3) A letter from your current employer confirming no remote work or transfer options, and 4) Any timeline information from the Montana program about when approval is expected. Even if your wife doesn't have the job "secured" yet, if you can demonstrate this is a legitimate family caregiving situation with a high likelihood of employment (not just speculation), you might have a stronger case than initially thought. The key is showing ESD this isn't just a voluntary move but a necessary one for family care responsibilities.

Make sure you register with Washington ESD as soon as you hire your first employee. There are penalties for late registration and you'll be liable for back taxes from the date you should have registered.

Thanks everyone for all this detailed info! This thread has been incredibly helpful. Just to summarize what I've learned: new tech businesses typically start around 1.5-2.7%, there's an additional 0.02% surcharge, taxes are paid quarterly on wages up to $68,500 per employee, and rates can drop significantly over time with good experience ratings. The hardest part seems to be actually reaching Washington ESD when you have questions - definitely going to check out that Claimyr service several people mentioned. Really appreciate this community sharing real-world experiences!

OMG I had almost EXACT same thing happen!!! Got hired at hotel front desk, then they wanted me to deliver alcohol to rooms which is against my faith too! I quit and got denied but didn't know I could appeal and just gave up. Don't make my mistake!!! APPEAL APPEAL APPEAL!!!

I'm so sorry you're going through this - it sounds incredibly stressful! As someone who's navigated ESD appeals before, I wanted to add a few practical tips that helped me. When you write your appeal letter, be very specific about the timeline - mention that alcohol service wasn't disclosed until your first day, that you immediately sought accommodation, and that your supervisor explicitly refused. Also, if you can get anything in writing from the employer (even an email confirming they won't accommodate), that's gold for your case. The religious accommodation angle is really strong here since they had zero mention of alcohol in the original posting. Keep copies of EVERYTHING you submit and send your appeal via certified mail if possible. You've got a solid case - don't let ESD's automatic denial discourage you!

Late to this thread but wanted to mention that Washington state also has resources through WorkSource for people dealing with workplace issues. They might be able to help you navigate both the job search and benefits aspects of your situation.

I've been in a similar situation and wanted to share some additional perspective. While the good cause exceptions do exist, I'd strongly recommend trying to resolve the issues through your company's HR department first if you haven't already. Washington ESD will often ask if you attempted to use internal processes before quitting. Even if HR doesn't fix the problem, having that documentation of your attempt to resolve it internally can significantly strengthen your case. Also, consider reaching out to an employment attorney for a consultation - many offer free initial consultations and can help you understand both your unemployment eligibility and whether you might have other legal options regarding the harassment. Sometimes just having that legal perspective can help you make a more informed decision about your next steps.