Can ESD deny unemployment if I quit after being told I'm getting laid off for medical reasons?

This is actually a tricky situation. If you quit before they officially lay you off, ESD might consider it a voluntary quit rather than a layoff, which could jeopardize your benefits. The fact that they've told you you're being let go for medical reasons is important - make sure you get that in writing if possible! If you stay until they officially terminate you, you'll have a stronger case for benefits.

UGH the unemployment system is SO STACKED against workers!! Your company is trying to have it both ways - they want to fire you but also keep you working as long as possible. If you quit they'll probably fight your claim and say you left voluntarily! I went through something kinda similar and ESD put my claim in adjudication for MONTHS before approving it. The whole system is designed to wear you down until you give up!!!

Former ESD claims specialist here. This situation comes up more often than you might think. The key distinction for ESD will be whether your separation is ultimately considered employer-initiated (layoff) or employee-initiated (quit). Here's what I recommend: 1. Get written documentation that they're letting you go for medical reasons 2. Ask for a definite end date in writing 3. If they refuse to provide an end date, document all conversations about your termination 4. If you do decide to leave before they officially terminate you, be prepared to argue that you had "good cause" to quit Under WAC 192-150-055, quitting because of a medical condition can sometimes qualify as "good cause" if properly documented. But staying until the official layoff date is safer for your benefits eligibility if you can manage it.

my neighbot had this happen last year and he just kept working until they let him go offically. he got a letter from his doctor about his condition to and that helped with his claim. unemployment approved him no problem but he said the waiting for the layoff to happen was awkward for sure good luck

Have you tried actually calling ESD to ask this question directly? I was in a similar situation (though mine was a company restructuring, not medical) and really needed to get a clear answer from ESD. The problem is I could NEVER get through on their phones - it was always busy signals or disconnects after waiting forever. I ended up using this service called Claimyr that got me connected to an ESD agent in about 20 minutes - totally worth it. Their website is claimyr.com and they have a video showing how it works: https://youtu.be/7DieNd3C7zQ?si=26TzE_zGms-DODN3 The ESD agent I spoke with was able to tell me exactly how my situation would be handled and what documentation I needed. For something this specific, you really need to hear it from ESD directly rather than relying on general advice.

Based on my experience handling unemployment cases, I'd suggest taking these additional steps: 1. Send an email to your employer confirming your understanding of the situation ("As discussed, I understand I'm being let go due to my medical condition affecting my ability to perform X duty...") - this creates a paper trail 2. Ask HR for a written statement about your planned separation and timeline 3. If they're letting you go for medical reasons, inquire whether they've considered reasonable accommodations under ADA (if applicable) 4. Keep detailed records of all communications regarding your separation The awkward situation you're in is unfortunately common, but from an unemployment benefits perspective, being formally laid off is much more straightforward than quitting, even with good cause. If your employer has already stated you'll qualify for benefits, that's a good sign they don't plan to contest your claim.

Anyone else think it's super weird they're making OP train their replacement when they're letting them go for medical reasons? Like, if they can't do an essential job duty because of a medical condition, how are they supposed to train someone else to do it? This whole thing sounds fishy to me.

Update for 2025: Just to clarify current ESD practices, when they evaluate a claim where someone quit after being told they would be laid off, they look at several factors: 1. Was there a definite layoff date communicated? 2. Was the reason for the upcoming layoff documented? 3. How long was the employee expected to continue working? 4. Was the work environment hostile or did conditions deteriorate? If you can document that you were told you'd be laid off for medical reasons, but they refused to give you an end date and expected you to continue indefinitely, you might have a case for "good cause" to quit. However, each case is evaluated individually, and having the official layoff on record is always the most straightforward path to benefits.