What reasons can you quit a job and still get unemployment Washington ESD?

Thank you! What kind of documentation do I need exactly? I have a few emails where my manager was really unprofessional.

Those emails are perfect. Also keep a written log of incidents with dates and times. If you filed any complaints with HR, keep copies of those too.

I quit my last job because they cut my hours from 40 to 15 per week and Washington ESD approved my claim. The reduction has to be substantial though.

How much of a reduction counts as substantial? My hours got cut from 35 to 28.

Generally needs to be more than 20% reduction in hours or pay to qualify as good cause.

Thank you! Do you know how much documentation they typically want? I've been keeping notes about the safety issues but wasn't sure if that's enough.

Keep everything - emails, photos, witness statements if possible. The more evidence you have the better your chances during the adjudication process.

What kind of documentation do I need exactly? I've been keeping notes but not sure if that's enough.

Keep emails, witness statements if possible, photos of unsafe conditions, copies of complaints you filed with HR. The more evidence the better for your adjudication.

How long did your adjudication take? I'm already tight on money so I'm worried about the wait time.

Mine took about 6 weeks. The worst part was trying to reach someone at Washington ESD to check on the status. I ended up using this service called Claimyr (claimyr.com) that helped me get through to an actual agent. They have a demo video at https://youtu.be/7DieNd3C7zQ that shows how it works.

I did talk to HR about it but they basically said they'd 'look into it' and nothing changed. Should I follow up with them in writing?

Yes, definitely follow up in writing. That creates a paper trail showing you tried to resolve it through proper channels.

That's encouraging! Did you have to provide a lot of proof about the hour reduction?

yeah i had to send them my old schedule vs new schedule, couple paystubs showing the difference

We don't really have HR at my company, it's pretty small. Would talking to the owner count as trying to resolve it?

Yes, absolutely. Document that conversation too - date, time, what was discussed, their response. If they don't address the problem after you've brought it to their attention, that strengthens your good cause argument.

What counts as 'significant' reduction in hours? My boss cut me from 40 to 25 hours per week.

Generally anything over 20% reduction can qualify, but Washington ESD looks at your specific circumstances. 15 hours less definitely seems significant enough to investigate.

I had a similar situation and they approved me after a long adjudication process. Just be prepared to explain why you couldn't continue working under those conditions.

Never heard of that before - does it actually work? I've tried calling Washington ESD like 50 times and never got through.

Yeah it worked for me. Basically they handle the calling part so you don't have to sit there redialing all day. Got connected within a few hours instead of weeks of trying myself.

How much does something like that cost though? Seems like it might be expensive.

It's worth it when you consider how much time you'd spend calling and the risk of your claim being delayed or denied. Plus they have payment plans if needed.

That's really helpful! Did they charge you a lot for that service?

They focus on getting you connected rather than the cost. For me it was worth it to get clear answers about my specific situation before making such a big decision.

I've heard of Claimyr but wasn't sure if it was legit. Good to know it actually worked for someone.

Did you end up getting approved eventually or were you stuck without benefits?

had to appeal and it took months but eventually got approved. the hearing officer said i should have documented my complaints to HR better

What counts as substantial change in job duties? They've been making me do things way outside my job description lately.

If they're making you do significantly different work than what you were hired for, especially if it requires different skills or has different responsibilities, that could qualify. Keep records of what your original job description said vs what they're making you do now.

That's helpful to know about the 'reasonable person' standard. I feel like anyone would quit in my situation but I wasn't sure how Washington ESD would see it.

They also consider if you tried other options first - like requesting a transfer to a different department or filing complaints with management.

Right, I'm definitely able to work and would be actively looking. Just need to get out of this toxic situation first.

That's correct. There are also provisions for caring for family members with serious health conditions under certain circumstances.

Good point. The family care situations can be tricky though - the rules are pretty specific about what qualifies.

Potentially yes - constructive discharge is when working conditions become so intolerable that a reasonable person would feel forced to quit. The fact that you reported it and nothing was done actually helps your case.

Good to know. I've been keeping emails and notes about every incident. How do I actually prove it was 'intolerable' though?

Document how it affected your work performance, health, or ability to do your job. Medical records showing stress or anxiety can also help support your case.

I get the frustration, but the system exists to prevent people from just quitting whenever they feel like it and claiming benefits. There has to be some standard.

yeah i guess but some people are really good at making your life hell without technically doing anything wrong on paper

That's awful but glad she got approved. I don't have texts but I do have some emails where my supervisor was really unprofessional.

Save everything! Screenshots, print them out, whatever. You never know what might be important during adjudication.

Yes, unsafe working conditions are definitely considered good cause for quitting. Document everything - take photos, file complaints with OSHA if needed, keep records of any safety violations.

Good to know, thanks. I've been documenting but wasn't sure if Washington ESD would actually approve that as a reason.

That's good advice. I tend to get emotional about this stuff but I need to stick to the facts.

Exactly. Keep it professional and factual. Dates, times, specific incidents, witnesses if any. The more detailed and organized your documentation, the better your chances.

How long did your adjudication take? I'm worried about being without income for weeks while they decide.

Mine took about 4 weeks which felt like forever. That's another reason why having a service like Claimyr can help - you can actually talk to someone instead of just waiting and wondering.

So I should give two weeks notice even if I'm quitting for good cause?

if its safe to do so yeah. shows you acted professionally and tried to minimize harm to the employer

Someone else mentioned that service too. I might need to look into it if I go through with quitting.

Yeah it's worth checking out. The phone system at Washington ESD is basically impossible to get through on your own.

That would definitely qualify as good cause. Being asked to break the law or violate professional ethics is a clear qualifying reason.

She should document those requests in writing if possible. Having proof of what was asked of her will help her case.

Thanks, I'll tell her to start keeping records of everything.

That's encouraging to hear you got approved! How long did the whole process take from filing to getting your first payment?

About 8 weeks total. The adjudication took 5 weeks, then another 3 weeks for the appeals process since my employer initially contested it. But I did get backpay for the whole period once approved.

I hadn't thought about that. Do they tell you about additional requirements when they approve your claim?

Yes, they'll send you a determination notice explaining any conditions. Just make sure you follow them exactly or they can cut off your benefits.

That sounds like what might be happening to me. The manager seems to be trying to force me out.

If you can show a pattern of behavior designed to make you quit, that strengthens your case significantly.

Did you have to get a specific type of medical documentation or just regular doctor notes?

Washington ESD wanted a detailed statement from my doctor explaining how my medical condition was incompatible with my job duties. Generic sick notes weren't enough.

That's important information. There are also expedited processes for domestic violence cases to get benefits started faster.

Right, I'll still need to do the weekly claims and job search log and everything.

Exactly. And make sure you're applying for jobs you're actually qualified for - they check that stuff during reviews.

I hear you but there has to be some way to verify claims otherwise everyone would just quit and claim benefits.

yeah i get that but some employers are really good at being awful while staying just within legal bounds

Good point. I should probably start organizing all my documentation now just in case.

Yes definitely. Create a folder with everything - dates, incidents, emails, witnesses, anything relevant. Makes it so much easier if you need it later.

Wait, I thought everyone had to wait a week for unemployment benefits?

No, the waiting week only applies to certain types of separations. Good cause quits and most involuntary separations don't have the waiting week.

What's considered 'soon'? The safety issues have been ongoing but got much worse in the last few weeks.

There's no exact timeframe but generally within a few weeks of the incident that was the 'last straw.' Recent escalation like you described should be fine.

What's the difference for Washington ESD purposes?

Constructive dismissal is treated more like being fired than quitting voluntarily. Can sometimes be an easier path to benefits but you need really strong documentation that they made your job impossible.

Wow, 4am is brutal. Did you have to prove you couldn't work those hours?

I explained that the change made it impossible for me to arrange childcare and that I wasn't given any notice or choice in the matter.

Good advice. Should I mention the hostile work environment specifically in the letter?

I would keep it professional but factual. Something like 'Due to ongoing workplace issues that have not been resolved despite my efforts to address them through proper channels.

That makes sense. I want to make sure I'm completely honest about everything.

Medical reasons can qualify, but you typically need documentation from your doctor that your job was directly contributing to or worsening your condition.

You might also need to show that your employer couldn't or wouldn't make reasonable accommodations for your condition.

That's really valuable information. I might look into that before I make my final decision.

Very true. I'm trying to be smart about this and not just react emotionally to the situation.

Smart approach. Better to have everything lined up first.

Not in a union unfortunately, but good advice for others who might be.

How long does adjudication usually take if the employer contests it?

Can vary but typically 2-4 weeks. Sometimes longer if they need to schedule a hearing.

Good to know there are options for getting through to someone if needed. The phone system can be impossible sometimes.

Already started doing that after reading all these responses. Thank you everyone for all the helpful advice!

Thank you so much. This thread has been incredibly helpful and I feel much more informed about my options now.

That makes sense. I'll try talking to the owner this week and document everything that happens.

Good plan. And remember, even if the conversation doesn't fix anything, having that documentation of your attempt to resolve the issue will help your UI claim.

Yeah I'm definitely going to look into that if I need it. Sounds like it could save me a lot of stress.

for sure. and when you're already dealing with the stress of a bad work situation the last thing you need is phone hell on top of it

That's good to know for people who might be in that situation.

Yeah, it's important information. There are resources available and the requirements are often more flexible in those cases.

That's great advice. I was planning to be more general but I can see how being specific would help.

Absolutely. The initial reason you give sets the tone for the entire investigation. Be clear and factual about what happened.

Washington ESD looks at your most recent separation from work. If you quit for good cause then got fired from the next job, they'd evaluate the firing separately to see if it was for misconduct.

Ok that makes sense. So each job separation gets evaluated on its own merits.

What kind of additional documentation did you need for the appeal?

Witness statements from coworkers, more detailed timeline of events, and copies of all my complaints to management. The hearing officer wanted to see I'd exhausted all options before quitting.

How does that service work exactly? I've seen it mentioned a few times but wasn't sure if it was legit.

It's totally legitimate. They basically handle the calling and waiting for you so you can actually reach a Washington ESD agent. Way better than sitting on hold for hours just to get disconnected.

Interesting idea. How would you approach asking for a layoff instead of quitting?

Depends on your relationship with management, but sometimes they'd rather avoid a potential lawsuit or complaint and will agree to treat it as a layoff. Worth discussing if you have that kind of relationship.

I understand the frustration, but they do need to investigate to prevent fraud. Too many people would claim fake harassment or safety issues if there was no verification process.

I guess that makes sense but it still sucks for people with legitimate reasons who need benefits right away.

Good point. Do the normal job search rules apply or are there different requirements for good cause cases?

Same requirements - you need to make at least 3 job contacts per week and keep detailed records. The adjudication process doesn't change the ongoing eligibility rules.

That's reassuring. My employer has already made some comments about fighting any unemployment claim so I was getting worried.

Employer threats are common but Washington ESD makes their decisions based on evidence, not employer protests. If you have good cause, document it well and file your claim.

Most good cause cases don't need a lawyer if you have proper documentation. Save the money unless your case is unusually complex or involves significant legal issues like discrimination.

ok good to know. wasnt sure if it would help with the adjudication process

Thank you everyone for all the helpful information. I feel much more confident about my situation now and know what steps to take.

Good luck with everything! Just remember that even if there are delays in the process, you'll get backpay once approved so don't let the wait time discourage you from filing.

This thread has been incredibly helpful! I'm in a similar situation with workplace safety issues and was really worried about losing unemployment benefits if I quit. Seeing all the detailed advice and real experiences from people who've been through this process gives me hope that Washington ESD will actually look at the facts fairly. I'm going to start organizing all my documentation and maybe look into that Claimyr service if I need help getting through to someone during adjudication.

I'm also dealing with safety issues at my workplace and this whole thread has been so educational! It's reassuring to know that Washington ESD actually does investigate these cases fairly when you have proper documentation. I've been hesitant to quit because I wasn't sure about the unemployment process, but now I understand what I need to do - document everything, try to resolve it with management first, and be specific about the good cause reasons when filing. Thanks to everyone who shared their experiences!