Thanks everyone for all the info in this thread. Really cleared up a lot of confusion about self-employment and unemployment benefits. Definitely bookmarking this for future reference.

I went through this exact same situation with my freelance writing business earlier this year. The reality is tough - Washington state unemployment is strictly for W-2 employees who've had payroll taxes withheld. Even though we pay self-employment taxes, that doesn't count toward UI eligibility. I ended up having to pivot quickly to contract work that eventually led to a full-time position. It's frustrating but understanding the rules helped me focus my energy on finding actual solutions rather than chasing benefits I couldn't qualify for.

For anyone else reading this thread - if you're struggling to get help from Washington ESD about weekly claims or any other issue, definitely check out that Claimyr service someone mentioned earlier. I was skeptical at first but it really does work. Got connected to an ESD agent in like 10 minutes instead of calling for hours.

I just want to echo what everyone else has said - the weekly claim process really isn't as scary as it seems at first! I was in the exact same situation a few months ago, staring at my dashboard wondering where the heck the weekly claim button was. One thing that helped me was logging out completely and logging back in - sometimes that refreshes the interface and makes missing buttons appear. Also, double-check that you're looking at the right section of your account - I was accidentally looking at the initial claim area instead of the ongoing benefits section. Once you find it that first time, save the direct link like someone suggested. You've got this!

Update us when you hear back! These threads are helpful for others going through the same thing.

Just wanted to add that Washington state's unemployment system is actually more generous than many other states when it comes to fired employees. The burden of proof is on the employer to show misconduct, not on you to prove you weren't at fault. Since you mentioned no formal write-ups or warnings, that works in your favor. Performance issues without progressive discipline rarely qualify as misconduct. File your claim ASAP - you can always appeal if they deny it, but you can't get back those weeks you didn't file for.

Another option if you want peace of mind is to use Claimyr to call Washington ESD and verify the appeal status on your claim. They can get you through to someone who can check if any appeals have been filed. Much easier than trying to navigate the phone system yourself.

I'm dealing with a similar situation right now where my former employer is making threats about appealing my unemployment claim. From what I've researched, Washington ESD is pretty strict about that 30-day deadline, but employers can sometimes get extensions if they can prove they never received proper notice. The good news is that even if they do appeal, you'll keep receiving benefits during the process as long as you continue filing your weekly claims. Since you have documentation showing it was a layoff due to budget cuts rather than a firing for cause, you should be in a strong position if it comes to a hearing. Don't let your employer intimidate you - you're entitled to these benefits!

The bottom line is yes, you can potentially get unemployment if you resign, but the bar is pretty high for proving good cause. Hour cuts like yours might qualify, but toxic environment alone probably won't unless you have solid documentation of harassment or illegal behavior.

Just wanted to add that Washington ESD also considers "constructive dismissal" - where your employer makes working conditions so intolerable that a reasonable person would feel forced to quit. The significant hour reduction from 40 to 25 hours could fall under this category, especially if it wasn't discussed or agreed to beforehand. You might want to look into whether your situation meets the legal definition of constructive dismissal, as that's often treated more favorably than a standard resignation. Keep detailed records of when the hour cuts started and any communication about them.