To quit your job for any reason, is your right in the at-will employment environment unique to the United States of America.
However, as far as collecting unemployment benefits goes .. after your quit a job, it's important to realize while you're still employed, you will be taking on the burden of proving the fault, for the actual reason you quit, as being attributable to the work, or the employer .. which by employer, is often none other than the former supervisor that motivated someone to think they had no other choice than to quit.
The problem for most unemployed claimants though, is they activate the adjudication process, that anyone voluntarily leaving a job has to go through, before they have their good cause to quit ducks in a row.
I provide a link to the USDOL's and it's Nonmonetary Eligibility Charts on the resource page. Simply, it offers essential information on the most common reason people quit their jobs, as well as how a state's unemployment laws may vary from other states when it comes time to adjudicate all the different reason people quit job .. but still fall under the same issue that asks if there was good cause attributable to the the employer to voluntarily leave a job.
It's a comprehensive set of resources on how unemployment works state to state, but still grounded to the federal unemployment law guidance, to all states.
In any case, I still have to check the charts often if I'm asked if you might collect unemployment after voluntarily resigning a job. And I check the footnotes, since those often prompt, or dissuade me from digging further into a question about quitting.
But let's face it, charts and decision digests (also on the resource page .. if I found one for a specific state) often don't provide an exhaustive list of reasons people quit a job for good cause, but without proof, or a compelling argument to even suggest good cause.
But my point may come through better in the common questions about quitting with good cause, and why that means the need to prepare an argument that can work.
When I am asked how I think someone should try to prove they had good cause to quit, I often feel they might of had a chance of proving good cause, if they had only asked me before they quit .. what they could do to preserve the employment relationship.
This is because evidence, is what supports .. underscores or if you prefer,weights verbal testimony, consisting of words, included on the recording of an unemployment appeal hearing.
Good cause in general, is often a substantial change to the original terms and conditions you accepted about your employment when hired, and made by the employer.
Or good cause may an employer's unreasonable choice, whether through action, or inaction, to address a problem you were trying to resolve to avoid quitting. It's hard to say what an employer might do to turn an otherwise suitable job .. into a job that is no longer suitable to any reasonable individual who may find themselves in a similar situation, or to you specifically.
In essence, proving the fault as attributable to an employer, can be proving they did behave in a fashion that might fit with some of the words found in the definition of work related misconduct.
Good cause can also be subject to a provision in law, if the provision creates an exception to the need to prove the fault was the employers. But good personal causes and reasons to quit, do not release a claimant from having to meet the burden of proving what made your choice to quit .. compelling and necessitous.
Plus .. personal reasons for quitting a job .. often raise conditional eligibility issue to collect benefits .. such are refusing suitable work .. or not being able, or available to work at all.
For my part .. I know it's understanding you will be assigned the burden of proof after you quit .. before you quit your job, that may very well be your best, if not only strategic advantage to collect, or keep collecting benefits.
This goes for those of you quitting in lieu of being terminated, maybe because you first tried to preserve their job. The point is, when you quit .. instead of letting an employer fire you as your only other alternative, even a resignation letter becomes a document that should prompt the UI department to understand why they need to assign the burden to the employer, so they can prove misconduct .. while you just rebut the assertion with facts that explain the real cause form termination .. quasi-legally speaking.
Somewhat legally, it's how unemployment law, or any other form of administrative law, is designed to work. And the nature of UI is never more apparent .. than when you have to participate in an unemployment appeal hearing .. regardless of who filed the appeal.
So here's the authority's explanation .. found in the non-monetary chartbook.
Good Cause for Voluntarily Leaving—In all states, individuals who leave their work voluntarily must have good cause if they are not to be disqualified.
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.)