For future reference, 'pending issue' can mean different things - could be work search verification, identity verification, earnings verification, job separation issues, or eligibility questions. Washington ESD is supposed to send you a letter explaining the specific issue but that doesn't always happen promptly.

I went through something similar a few months ago - the status kept flipping between pending and denied which was super confusing. In my case, it was because I had reported some freelance work and Washington ESD needed to verify that I was still eligible for partial benefits. The "denied" status you're seeing is likely just a temporary system display while they process the review. Since you mentioned reporting part-time work, that's probably what triggered it. Keep filing your weekly claims and check for any messages in your account - they should send you details about what specific information they need. The good news is that once it's resolved, you'll get backpay for any weeks that were held up during the review.

Thanks everyone for all the info! This thread has been super helpful. I feel much better about understanding how the benefit calculation works now.

I've been reading through all these responses and there seems to be some conflicting information about the exact maximum amount. Some people are saying $999, others $1,015. Can someone clarify what the actual maximum weekly benefit is for Washington State in 2025? I want to make sure I have the right number when I file my claim next week.

Based on everything you've shared, here's what I recommend: 1. For simplicity, stick with your UI claim for reduced hours 2. When filing your weekly claim, report the 4 days you missed as "not able and available" (you won't get UI for those days) 3. Don't submit the PFML paperwork if it's just for those 4 days - the waiting period means you likely wouldn't receive benefits anyway 4. If you have more medical absences planned in the future, then PFML might be worth considering Just remember to always be truthful on your UI claims about days you weren't able to work due to medical issues. It's better to not receive benefits for a few days than to risk an overpayment determination later.

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 such a common issue and it's frustrating how many people have to deal with it! I'm a new member here but I've been following similar cases in other unemployment forums. It's crazy how often employer HR departments mess up SSN reporting - I've seen cases where they transpose digits, miss hyphens, or even accidentally use someone else's SSN entirely. The fact that there's no automated way to fix this through the portal is really problematic. Thanks to everyone who shared their experiences and solutions, especially about the early morning calling strategy and the Claimyr service. This thread is going to be super helpful for anyone else who runs into this nightmare!

Just wanted to jump in as someone who's been dealing with unemployment systems for years - this SSN mismatch issue has become SO much more common lately! I think it's partly because a lot of employers switched to new payroll systems during COVID and there were data migration errors. What's really frustrating is that ESD doesn't have any kind of self-service tool to flag these discrepancies before you try to file a new claim. For anyone still struggling with this, I'd also suggest checking if your employer used a third-party payroll company (like ADP, Paychex, etc.) because sometimes the error happens at that level rather than with your direct employer. When you do get through to ESD, asking them to check the "wage detail report" for your SSN can help pinpoint exactly where the mismatch occurred. Great to see this got resolved for the original poster - these success stories give hope to others dealing with the same nightmare!

Thanks everyone for all this information! This thread has been super helpful. I feel much more confident about my situation now and know what documentation I need to gather. Time to start organizing everything before I make any decisions about my current job.

One thing I haven't seen mentioned yet is constructive dismissal - when working conditions become so intolerable that a reasonable person would feel forced to quit. This can include things like severe harassment that HR won't address, being given impossible tasks designed to make you fail, or significant retaliation after reporting safety issues. It's harder to prove than regular good cause, but Washington ESD will consider it if you have solid documentation showing the employer essentially forced you out.