As someone who went through a similar situation, I'd strongly recommend filing your claim sooner rather than later, even if you don't immediately start collecting benefits. Here's why: 1. You can establish your claim and benefit amount now, then choose when to start your weekly certifications 2. The job market can be unpredictable - what looks like a few months of searching could easily turn into 6+ months 3. Your severance might actually work in your favor timing-wise. If ESD allocates it over 12 weeks as you calculated, you could file now and potentially start collecting benefits right when that period ends I made the mistake of waiting because I was confident I'd find work quickly. Eight months later, I was kicking myself for those lost benefit weeks. Even if you're financially stable now, unemployment benefits are insurance you've already paid for through your taxes. Consider this: you can always stop collecting benefits if you find work, but you can't go back and claim those weeks you didn't file for. The peace of mind alone is worth it!

I went through something very similar last year - laid off with severance and thought I'd take some time off before filing. Here's what I wish someone had told me: Even if you don't plan to collect benefits right away, file your initial claim NOW. Here's why this strategy worked for me: 1. You lock in your benefit calculation based on your current base year 2. You can delay starting your weekly certifications until you actually need the money 3. If your job search takes longer than expected (mine did!), you're already in the system Regarding your severance - since it sounds like about 12 weeks worth, you could file your initial claim now, then start your weekly certifications in mid-November when the severance period ESD calculates would end. This way you're not losing any benefit weeks but still get your break. The key thing is: filing your initial claim doesn't mean you have to start collecting immediately. But once those weeks pass by unclaimed, they're gone forever. Given how unpredictable the job market is right now, having that safety net established could save you a lot of stress later. Trust me, future you will thank present you for filing sooner rather than later!

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.

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.

Because it's not just based on annual salary - it's based on your quarterly earnings pattern. Someone making $60K all in one quarter would get different benefits than someone making $15K each quarter.

That's a great explanation of how the quarterly earnings pattern affects benefits! I'm starting to understand why my coworker who made the same annual salary as me got a different benefit amount. She had more consistent quarterly earnings while mine were higher in some quarters due to bonuses and overtime. It makes sense now that they use your highest quarter divided by 13 weeks as the basis for the calculation.