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The Decision of When to Quit Your Job

People will always voluntarily resign jobs for a lot of different reasons.  The reasons may be connected to health issues, career advancement, the need follow a spouse and move to a faraway location, childcare issues, substantial changes to the working conditions, a harassing bully boss, a reduction in pay, or hours, to name just a few of the general reasons people resign or abandon jobs at-will.

Some employees even feel they were forced to quit in lieu of being fired.

But when you file a claim for unemployment benefits, it is you who has forced making a connection of your reasoning for quitting to unemployment insurance's burden of proof.  

When you quit, you will be assigned this burden to establish good cause to collect unemployment benefits existed.

Good cause to quit a job is in general, always attributable to the work, or the employer, even for most provisional exceptions in unemployment laws, allowing voluntary quits for what begins as personal good cause reasons.

Fulfilling a Burden to Prove Good
Cause Occurs Before You Quit a Job

Employers appeal benefits after claimants of benefits are allowed to collect.  And the reason for this might surprise you .. it's not because they can prove you quit without good cause, but .. because you can't prove you did quit with it.

Employees tend to ignore the fact that it is before you quit a job, you have done all you can to preserve the job .. thus meeting that burden prior to making your choice to quit for reasons attributable to the work, or employer, or in the case of personal good cause reasons, also exhausting remedies to preserve the employment to meet a standard of proving the resignation was out of your ability to control .. therefore, compelling and necessitous also to a similar reasonable person under similar circumstances.

The question isn't can you collecting unemployment benefits when you quit your job, but what can you do to try to preserve your job that also shows it was the employer that forced you into the position of having no choice left, but to quit.

Ahhh... That situation of an employer forcing a decision to quit is not as uncommon as you might think, but what is more common is employees afraid to make efforts that might turn into rocky workplace waves.

Quitting and Unemployment Benefit Questions and Answers

How Does Your State Construct It's UI Statutes?
It Matter To You If You Want to Quit Your Job

There are about twelve states who have constructed their unemployment statutes to say you might have good cause to quit your job due to personal reasons.  

The chart below is from one of those other unemployment law resources.  Namely the DOLETA State Unemployment Law Comparison Non-Monetary Eligibility Chartbook.

Before you get excited because your state is not included in the chart above and doesn't require attribution to the work, know the chart is prefaced by the following information:

In many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, in a state where good cause is not explicitly linked to the work, the state may interpret its law to include good personal cause or it may limit it to good cause related to work. Since a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states recognizing good personal cause. (For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause; it would be necessary in a state restricting good cause to that related to the work.)

If you want to quit your job with good cause, you have to understand it is avoiding those uncomfortable effort to first try to save your own job .. that causes more denials of unemployment benefits than when an employee is discharged .. maybe even when they are forced to quit .. in lieu of being fired.

Questions and Answers About Quitting

The Burden of Proving Misconduct

Employee Coaching & Hearing Representation