One important thing nobody has mentioned - make sure you know the EXACT DATE you'll receive each payment. ESD will want to know this, and it matters for how they allocate the payments. If your HR department hasn't given you specific payment dates for each type of payment, ask them now before you file. Also, if your stock bonus is actually RSUs (restricted stock units) vesting, that's treated differently from a cash bonus. The timing of when RSUs vest vs when they're converted to cash can impact how ESD views them. Definitely apply on August 27th, not before. And set a reminder to complete your first weekly claim the following week - many people forget this step and it delays their benefits.

Just went through a similar situation last month! One thing that really helped me was getting everything in writing from HR before my last day. I asked them to provide a written breakdown of each payment type, the amounts, and the exact dates I'd receive them. This made filing my claim so much smoother because I could reference the official documents when answering ESD's questions. Also, when you file your claim, there's a section specifically for "separation payments" - don't just lump everything together. List each payment separately with its own description. The ESD adjudicator who reviews your claim will appreciate the clarity and it reduces the chance of delays or mistakes. Good luck with everything! The waiting period for those additional payments is frustrating, but at least you'll know exactly when your benefits should start flowing.

what about ur coworkers? are they filing for unemployment 2? might help if all of u are showing the same pattern from this company

This is a classic case of retaliation and you have a strong case for unemployment benefits. I went through something similar when my employer fired me after I filed a workers' comp claim. The key is that Washington state is very employee-friendly when it comes to wrongful termination. Document everything - save that sick leave request email, any responses from HR, and especially the timeline showing termination within 24 hours. When ESD does their fact-finding interview (and they probably will given the employer will likely contest), be clear about the sequence of events. The fact that multiple employees were terminated around the same time with questionable reasons will actually help your case if it comes to light during the investigation. Don't let them intimidate you - using your legally protected sick leave is absolutely NOT misconduct that would disqualify you from benefits.

Anyone know if there's a minimum tax amount? Like if you only have one part-time employee making $5k a year?

This thread has been super informative! As someone who's been running payroll for a few years, I just wanted to add that it's worth noting the wage base ($68,500 for 2025) gets adjusted annually too. So even if your rate stays the same, your total tax liability can change if the wage base increases and you have higher-paid employees. Also, make sure you understand the difference between "taxable wages" and total compensation - things like some benefits and reimbursements might not count toward the wage base.

Wow, what a journey! Thanks for sharing all the updates throughout your process - this is exactly the kind of real-world info that helps others going through the same nightmare. It's infuriating that employers can just falsely claim misconduct to avoid paying into the UI system, but I'm so glad you had the documentation to fight back. Your persistence really paid off! For anyone else reading this thread who's stuck in pending status, Sara's experience shows that getting actual human help and having proper documentation are the keys to getting unstuck.

This thread is incredibly valuable for anyone dealing with ESD issues! Sara, I'm so glad you got your back pay - 9 weeks must have felt like forever. What really stands out to me is how your employer falsely claimed misconduct when it was clearly a layoff. This seems to be a common tactic to avoid higher UI taxes. For future reference for anyone reading this: if you're part of a group layoff, try to get written documentation from HR about the layoffs affecting multiple employees. Company-wide emails, WARN notices, or even news articles about the layoffs can be goldmine evidence. Also, LinkedIn can sometimes help - if your former coworkers are posting about being laid off around the same time, screenshot those posts. The more evidence you have that it wasn't misconduct, the stronger your case will be.

Good luck with calling tomorrow morning Javier! I had a similar adjudication issue last year and it took me about 3 weeks of trying before I finally got through. The 8am timing tip is solid - that's when I eventually had success too. Just be prepared to potentially try multiple days since even calling right at opening doesn't guarantee you'll get through on the first try. But once you do connect with someone, they're usually pretty helpful with resolving the actual issue.

Just wanted to add that I successfully used Claimyr about a month ago when I was dealing with a similar adjudication delay. I was skeptical at first because I'd never heard of it, but after reading some positive reviews I decided to give it a try. Cost me around $20 but honestly it was worth every penny - got connected to a Washington ESD agent within 30 minutes and had my issue resolved that same day. For anyone who's been trying to call for weeks without success, it might be worth checking out. They have different service levels too so you can choose what fits your budget.