Can't reach Washington Unemployment? Claimyr calls for you, so you don't have to wait on hold.
Claimyr is a pay-as-you-go service. We do not charge a recurring subscription.
Using Claimyr will:
- Connect you to a human agent at the ESD
- Skip the long phone menu
- Call the correct department
- Redial until on hold
- Forward a call to your phone with reduced hold time
- Give you free callbacks if the ESD drops your call
If I could give 10 stars I would
If I could give 10 stars I would If I could give 10 stars I would Such an amazing service so needed during the times when EDD almost never picks up Claimyr gets me on the phone with EDD every time without fail faster. A much needed service without Claimyr I would have never received the payment I needed to support me during my postpartum recovery. Thank you so much Claimyr!
Really made a difference
Really made a difference, save me time and energy from going to a local office for making the call.
Worth not wasting your time calling for hours.
Was a bit nervous or untrusting at first, but my calls went thru. First time the wait was a bit long but their customer chat line on their page was helpful and put me at ease that I would receive my call. Today my call dropped because of EDD and Claimyr heard my concern on the same chat and another call was made within the hour.
An incredibly helpful service
An incredibly helpful service! Got me connected to a CA EDD agent without major hassle (outside of EDD's agents dropping calls – which Claimyr has free protection for). If you need to file a new claim and can't do it online, pay the $ to Claimyr to get the process started. Absolutely worth it!
Consistent,frustration free, quality Service.
Used this service a couple times now. Before I'd call 200 times in less than a weak frustrated as can be. But using claimyr with a couple hours of waiting i was on the line with an representative or on hold. Dropped a couple times but each reconnected not long after and was mission accomplished, thanks to Claimyr.
IT WORKS!! Not a scam!
I tried for weeks to get thru to EDD PFL program with no luck. I gave this a try thinking it may be a scam. OMG! It worked and They got thru within an hour and my claim is going to finally get paid!! I upgraded to the $60 call. Best $60 spent!
Ask the community...
- DO post questions about your issues.
- DO answer questions and support each other.
- DO post tips & tricks to help folks.
- DO NOT post call problems here - there is a support tab at the top for that :)
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Update us on how it goes! I'm sure other people in similar situations would benefit from hearing about your experience with the application process.
I definitely will. Planning to file my claim this week and I'll share how the process goes.
Looking forward to your update. Real experiences like yours help others navigate these complex situations.
I was in a very similar situation about 6 months ago - receiving SSDI and then my part-time job reduced my hours significantly. I was nervous about applying for unemployment but decided to go for it after researching the requirements. Washington ESD approved my claim without any major issues. The key things that helped me were: 1) Being completely honest about my work limitations during the application process, 2) Having a letter from my doctor ready that outlined what types of work I could perform, and 3) Keeping detailed records of my job search activities focused on positions that matched my abilities. I've been receiving both benefits for several months now with no problems. The weekly certification process is straightforward - just answer honestly about your availability and job search efforts. Don't let fear stop you from applying if you genuinely can work within your limitations!
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Bottom line: 0.58% of your wages up to about $62,500 annually. Simple calculation, and it's automatically deducted from your paycheck. Most people pay between $200-400 per year depending on their salary.
Perfect summary! This thread has been incredibly helpful. Now I know exactly what to look for on my paystub.
One thing that might help is checking if your company uses a payroll service like ADP or Paychex. These systems usually have detailed breakdowns online where you can see exactly how much has been withheld for unemployment taxes year-to-date. I found it really useful when I was trying to track all my different tax withholdings. You can usually access this through your employee self-service portal if your company offers one.
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As a newcomer to this community, this discussion has been incredibly informative! I'm currently working for a different employer in Washington that does participate in PFML, but my partner is considering a position with Boeing IAM. Reading through everyone's experiences really highlights how significant these benefit gaps can be for families. What's particularly concerning is how the current system seems to create inequality among Washington workers based on their union representation. It feels like the "comparable benefits" standard needs much clearer criteria to ensure families aren't left with substantially less protection than what the state intended to provide all workers. I'm wondering if anyone has tried reaching out to state legislators about this issue? With multiple unions potentially affected and the 2025 Boeing contract negotiations coming up, it might be worth advocating for changes to the law itself - either strengthening the "comparable benefits" requirements or providing more oversight of these opt-out arrangements. Thanks to everyone who shared their experiences and practical advice about supplemental coverage, FMLA, and the Claimyr service. This is exactly the kind of real-world information that helps people navigate these complex benefit systems!
Great point about reaching out to state legislators, Mei! I hadn't thought about advocating for changes to the law itself, but you're absolutely right that the current "comparable benefits" standard seems too vague and is clearly creating inequality among Washington workers. The fact that Boeing IAM members are essentially getting less family leave protection than other state employees really does undermine the intent of the PFML program. I wonder if contacting representatives who were involved in passing the original PFML legislation would be a good starting point? They might be interested to hear how the opt-out provisions are working in practice versus what was intended. With your partner potentially joining Boeing and you already having PFML coverage, you'd have a really compelling personal story about how this affects families across different employment situations. The timing does seem right with the 2025 contract negotiations approaching - legislative attention might actually help strengthen the union's position in pushing for true PFML participation rather than the current inadequate alternative. Thanks for bringing up this broader advocacy angle!
As a newcomer to this community, this thread has been incredibly eye-opening! I'm currently working in Washington but considering a career change, and Boeing was actually on my list of potential employers. Reading through everyone's experiences has really highlighted how important it is to understand the fine print of benefits packages, especially around family leave. What strikes me most is how the Boeing IAM situation creates such a stark inequality compared to other Washington workers. The fact that a strong union somehow ended up with worse family leave coverage than what non-union employees get automatically through state PFML seems completely backwards from what you'd expect collective bargaining to achieve. The practical advice shared here has been invaluable - particularly the tips about supplemental insurance waiting periods, the possibility of spouse PFML coverage, and the Claimyr service for actually getting through to ESD. I had no idea about any of these workarounds that Boeing families have had to develop. I'm really hoping the 2025 contract negotiations address this gap. It sounds like there's growing awareness among IAM members about how inadequate the current arrangement is compared to state PFML. The legislative advocacy angle others have mentioned also seems worth pursuing - the "comparable benefits" standard clearly needs to be more specific about covering the same situations, not just similar dollar amounts. Thanks to everyone for sharing such detailed real-world experiences. This is exactly the kind of community knowledge that helps people make informed decisions about their careers and benefits!
Welcome to the discussion, Sophia! Your observation about this being "backwards from what you'd expect collective bargaining to achieve" really hits the nail on the head. It's such a perfect example of how well-intentioned policies can have unintended consequences when the implementation details aren't carefully thought through. As someone also considering career changes in Washington, I've found this thread invaluable for understanding what questions to actually ask during the interview process. The gap between what benefits look like on paper versus how they work in real-life situations is huge, and Boeing's situation seems like a cautionary tale about assuming that "alternative arrangements" are automatically better just because they're negotiated by a union. The community knowledge shared here about workarounds and practical solutions really demonstrates how much Boeing IAM families have had to figure out on their own to navigate these benefit gaps. It shouldn't be this complicated for workers in one of the state's largest employers to access family leave coverage that's supposedly available to all Washington workers. Thanks for adding your perspective as someone evaluating Boeing as a potential employer - it's helpful to see how this looks to people considering joining that workforce!
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For what it's worth, I also ended up using Claimyr when I needed to get specific information about my claim status. The regular Washington ESD phone lines are just impossible to get through on, but their service actually worked. Made it so much easier to get real answers instead of guessing from the website.
I think I'm going to have to try that. I have too many questions and can't afford to guess about what happens next with my benefits.
Yeah definitely worth it when you need actual answers. Way less stressful than the regular calling process.
Bottom line - start preparing now for when your benefits end. Don't wait until the last minute. Apply for other assistance programs early, look into training opportunities, and keep detailed records of your job search. The transition doesn't have to be a complete disaster if you plan ahead.
Good advice. I wish I had started planning earlier when I went through this. Would have saved a lot of stress and scrambling at the last minute.
This is such good advice. I'm in a similar situation with my UI ending soon and I was putting off thinking about it. Reading through all these responses really opened my eyes to how many options there are - from SNAP to training programs. It's overwhelming but at least now I know I need to start the applications process soon rather than waiting until my last week of benefits.
Isabella Costa
I'm in week 3 of adjudication after being laid off from a nonprofit that lost major funding. Reading through everyone's experiences here has been both stressful and comforting - stressful to see how long this can take, but comforting to know I'm not alone! Lucas, that's amazing that you finally got through and got some real answers. The fact that your employer already confirmed the layoff situation is such a relief, and hearing it should be resolved within a week must feel incredible after 7 weeks of uncertainty. I'm definitely going to look into that Claimyr service if my wait stretches much longer. The endless busy signals are already driving me crazy and I'm only 3 weeks in! Thanks for keeping us updated - it gives the rest of us hope that there really is light at the end of this tunnel. Fingers crossed your claim gets approved and paid out this week!
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Dmitry Sokolov
•Week 3 is still relatively early in this process, Isabella, so try not to stress too much yet! Nonprofit funding loss layoffs are usually pretty well-documented situations, which should work in your favor once ESD gets to reviewing your case. I know it's frustrating to see all these longer timelines, but at least now you know what to expect and can plan accordingly. The Claimyr service really does seem to be helping people get actual information instead of just endless hold music and busy signals. Keep filing those weekly claims even though it feels pointless right now - that back pay will be so worth it when your claim finally gets approved! This whole system is definitely broken but this community has been amazing for moral support through the process.
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Paolo Rizzo
I'm currently in week 6 of adjudication after being laid off from a consulting firm that downsized due to lost contracts. Reading through everyone's stories here has been incredibly helpful - it's such a relief to know this isn't just my case being problematic! Lucas, I'm so happy you finally got through and received some real information about your claim status. The fact that your employer already confirmed the layoff and you should hear back within a week must be such a huge weight off your shoulders after 7 weeks of uncertainty. I've been getting increasingly anxious as my adjudication drags on, but seeing that most people here are getting resolution between weeks 6-10 gives me hope. I'm definitely going to try that Claimyr service - after reading multiple success stories, it seems worth the cost to actually speak to someone and find out what's happening with my claim. The endless busy signals and automated messages are maddening. Thanks for sharing your update and for everyone else sharing their timelines - this community support has been invaluable during this stressful process!
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