Final reminder - start your job search immediately even while waiting for benefits to kick in. Washington takes the work search requirement seriously and you want to have a good record from day one.

Just wanted to add that it's really important to be completely honest on your application about the reason for separation from your job. Even though it's a layoff, make sure you have documentation from your employer (like a layoff notice or termination letter) that clearly states it wasn't due to misconduct. This can help prevent your claim from going into adjudication unnecessarily. Also, if you have any union involvement or severance pay, make sure to report that accurately as it can affect your benefit timing and amount.

Bottom line - you probably don't qualify for unemployment while on approved leave, but PFML might be exactly what you need for your caregiving situation. That program is specifically designed for people who need to take time off to care for family members.

I went through something very similar when I had to take care of my grandmother last year. You're right that you can't get regular unemployment while on approved leave - I learned that the hard way. But definitely pursue PFML! The application process was pretty straightforward once I got the medical documentation together. You'll need your parent's doctor to fill out forms certifying the serious health condition, but it's worth it. PFML gave me about 90% of my regular pay during the leave. The Washington State PFML website has a good eligibility tool that can help you figure out if you qualify and estimate your benefits. Don't give up - there is help available, just not through the unemployment system.

Thanks everyone for all the helpful info! I feel much better prepared to deal with my taxes now. Going to file early and see what happens.

One thing I learned the hard way - if you're planning to be on unemployment again in the future, definitely set up the tax withholding from the start. Even though it reduces your weekly benefit amount, it's so much better than getting hit with a huge tax bill later. You can change the withholding setting in your Washington ESD online account under preferences. I wish I had known this when I first filed - would have saved me so much financial stress during tax season.

This whole thread has been really helpful. I had no idea about benefit years before reading this. Sounds like I need to start preparing for when mine ends in a few months.

Thanks everyone for all the helpful info in this thread! I'm in a similar situation - my benefit year is ending next month and I was completely clueless about having to reapply. One thing I'm wondering about is whether there are any documents I should gather ahead of time to make the new application process smoother? Like should I have pay stubs ready or anything specific that might speed things up?

I'm new to this community but wanted to share what I learned during my recent adjudication experience. The adjudicator definitely called me - took about 3 weeks though due to their backlog. What really helped my case was having everything organized beforehand: exact dates, screenshots of relevant texts/emails, and a simple timeline written out. For your situation with the health department report, that timing is crucial evidence. I'd suggest creating a simple document with: 1) Date you reported to health dept, 2) Date employer found out (if you know), 3) Date you were fired, 4) Any communications showing the real reason vs their claimed reason. Also, when they call, they might ask if you have any witnesses who can verify your version of events. Think about coworkers who might have seen the unsafe conditions or heard conversations about the health department report. The adjudicator asked me specifically about potential witnesses during my call. Stay strong - retaliation cases like yours often get approved because the timing makes the employer's motive pretty obvious. Just make sure you answer that phone when they call!

I went through something similar recently and wanted to share what worked for me. The adjudicator did call - it was about 2.5 weeks after my claim went into adjudication. The call lasted around 20 minutes and they were very thorough. For your situation, the timing between your health department report and termination is really your strongest piece of evidence. Make sure you have the exact date you made that report and can clearly explain the sequence of events. The adjudicator will likely ask very specific questions about: - What unsafe conditions you reported - How your employer found out it was you - The exact reason they gave for firing you - Any previous disciplinary actions or warnings - Your attendance record (since they're claiming tardiness) Since your employer can't provide documentation of multiple tardiness incidents (because there was only one), that actually helps your case. Employers need to show a pattern of behavior to justify termination for attendance. One thing that really helped me was staying calm and professional during the call, even when describing unfair treatment. Let the facts speak for themselves - the timeline will make their retaliation obvious without you having to explicitly accuse them of lying. Keep filing your weekly claims and hang in there! Retaliation cases have a good success rate when the timing is as clear as yours seems to be.