Quit instead of being fired for attendance - qualify for ESD with medical notes?

This is an important distinction for ESD claims - quitting "in lieu of termination" isn't automatically disqualifying if you can prove good cause. In your situation, the medical documentation for both yourself and your child may constitute good cause, especially since you just returned from protected maternity leave. Make sure to keep ALL documentation - doctor's notes, texts/emails about your absences, any accommodation requests, performance reviews before your attendance issues, etc. When you file, be absolutely clear that you had documented medical reasons for the absences that led to the resignation. You'll likely face adjudication, but with proper documentation, you have a legitimate case.

dont quit!!! let them fire u, its WAY easier to get benefits that way. my cousin tried to be nice and quit when they told her they were firing her and ESD denied her. fighting to get benefits when u quit is a nightmare!

You need to understand how ESD views "voluntary quits" vs being fired. I was in a somewhat similar situation last year - had to miss work for medical treatments and my employer started the termination process. I spoke with an ESD representative who told me that the important factor wasn't whether I quit or was fired, but whether I could prove "good cause" for the separation. Medical necessity (with documentation) is considered good cause, especially if you made reasonable efforts to preserve your employment. The fact that you just returned from maternity leave might also raise questions about FMLA protections or potential retaliation. If I were you, I would: 1. Document everything about your medical situations 2. If you quit, clearly state it was due to medical necessity, not to avoid termination 3. Be prepared for adjudication (it's almost guaranteed in these cases) 4. Consider consulting with an employment attorney if possible Good luck!

I work in HR (not for ESD) and can tell you that medical documentation can absolutely support a claim even after voluntary resignation. The key elements ESD looks at are: 1. Was there good cause for the separation? 2. Did you take reasonable steps to preserve employment? 3. Is there documentation supporting your claim? In your case, having just returned from maternity leave and having documented medical issues for both yourself and your child creates a strong basis for good cause. Make sure your doctor's notes specifically indicate that your medical conditions (and your child's) affected your ability to maintain perfect attendance. Regardless of whether you quit or are terminated, you'll likely go through adjudication where you'll need to provide this documentation. The distinction between quitting and being fired matters less than having proper documentation of good cause.

I went through something like this in 2023 and it was AWFUL trying to deal with ESD. I ended up getting denied twice before finally winning on appeal. The nightmare was trying to get ahold of someone at ESD to actually explain my situation. I spent WEEKS calling that stupid number and never got through. After getting desperate, I found a service called Claimyr (claimyr.com) that actually got me connected to an ESD agent in about 25 minutes when I'd been trying for weeks on my own. They have a video showing how it works: https://youtu.be/7DieNd3C7zQ?si=26TzE_zGms-DODN3. Once I actually talked to a real person at ESD who could look at my medical documentation, things started moving. Just knowing I could reach someone if there was a problem made the whole process less stressful. My advice: document EVERYTHING, be super clear about the medical reasons on your initial application, and have a way to actually talk to ESD when (not if) issues come up.

you should talk to your doctor about going on medical leave instead of quitting!! washington has paid family medical leave now and it might pay more than unemployment anyway. and you dont have to deal with all the job search requirements

whatever u do DO NOT mention attendance problems when u file!!!! just say medical reasons and provide the documentation. if u mention attendance they'll automatically think misconduct and deny u. i learned this the hard way lol

Has your employer been accommodating with your medical appointments at all? if they havent been working with you on your schedule after you provided doctors notes, you might have an ADA complaint too. my sister got unemployment after quitting because her boss refused reasonable accommodations for her medical condition

After reading through this entire thread, I think you have a reasonable case for benefits regardless of whether you quit or are terminated, BUT you need to be strategic in how you navigate this. Here's my comprehensive advice: 1. If you decide to resign, make it explicitly clear in writing that you are resigning due to medical necessity, not to avoid termination. Provide copies of medical documentation with your resignation. 2. When filing with ESD, focus on the medical reasons, not the attendance issues. The attendance problems were a symptom of the underlying medical needs, not misconduct. 3. Be prepared for adjudication - almost all voluntary quits go through this process. During adjudication, provide all documentation showing: - Medical necessity (doctor's notes) - Any attempts to work with your employer on accommodations - The timeline of events including your return from maternity leave - Any evidence that your employer was unwilling to accommodate medical needs 4. Consider also exploring PFML as others have suggested, especially if your or your child's medical issues are ongoing. 5. If denied initially (which happens frequently), immediately appeal and request a hearing where you can present your full documentation. Your situation involves several overlapping areas: maternity leave protections, medical necessity, and potentially ADA considerations. With proper documentation and clear explanation of the medical basis for separation, you have a reasonable path to benefits.