So glad you got it sorted out! This is exactly why I always tell people to double-check the date format issue - it's super common for international folks or anyone who's lived abroad. The MM/DD vs DD/MM mix-up has caught so many people. Really appreciate you posting the update too, it'll help others who run into the same problem. Hope your certification goes smoothly from here on out!

This whole thread is so helpful! I'm bookmarking it for future reference. It's crazy how many different things can go wrong with the EDD registration system - wrong dates, transposed SSN digits, name formatting issues, systems not syncing properly. Really shows how broken their tech infrastructure is. At least there are workarounds and services like Claimyr to help people get through. The fact that we even need third-party services to access our own benefits is pretty ridiculous though. Thanks to everyone for sharing their experiences and solutions!

I'm in almost the exact same situation! Just got laid off after working for about 4 months since my last UI claim ended. Reading through all these responses is really helpful - I was so confused about the quarterly requirements too. @Lucy Taylor - definitely apply online like everyone's saying. I've been putting it off because I wasn't sure if I'd qualify, but it sounds like if you were making decent wages during 2024, you should be fine. The worst they can do is say no, right? Also wanted to add - make sure you have your Social Security card and ID ready when you apply online. I remember from my last claim that the system asks for those right away. Good luck with your application!

I just want to add another perspective as someone who works in HR and deals with EDD claims regularly. Your situation sounds very straightforward for qualification - 5 months of steady work at $4,200/month definitely puts you well above the minimum wage requirements. One thing I always tell employees who are filing: when you get to the section about "reason for separation," be very clear that you were laid off due to budget cuts/downsizing. Don't just put "terminated" or "let go" because that can sometimes flag for additional review. The more specific you are about it being an involuntary layoff through no fault of your own, the smoother your claim will process. Also, since you mentioned this is your second time filing, the system should have all your previous employer information on file, which actually makes things easier. Just make sure your new employer's information is entered correctly when you file. You've got this! With your work history and earnings, I'd be shocked if you didn't qualify.

I feel for you - losing 75% of your income with no warning is absolutely terrifying. While others have covered the UI eligibility issues well, I want to emphasize something important: don't let this situation make you feel like you failed as a business owner. Having one client represent that much of your revenue is extremely common in consulting, especially in the early years when you're grateful for steady income. A few things that might help immediately: 1. Draft a professional email to send to your entire network announcing your increased availability. Don't mention the client loss - just position it as expanding capacity for new projects. 2. Consider offering a "new client discount" for Q2 to incentivize quick starts. Sometimes a lower rate that starts immediately is better than full rate that starts in 3 months. 3. Look into your state's small business emergency assistance programs - many states have grant programs specifically for situations like this. The silver lining is that this forced diversification will make your business much more resilient. I know it doesn't feel like it now, but many consultants who've been through this say it was ultimately the best thing that happened to their business structure. You clearly have the skills since you built this once already - now you'll build it back stronger and more stable.

I'm going through something similar right now - lost a major client last month who was about 60% of my income. One thing that's helped me while dealing with the EDD situation is creating a "bridge plan" with specific weekly goals. Week 1: reach out to 10 former clients/contacts, Week 2: apply to 5 relevant contract positions, etc. It gives me something concrete to focus on instead of just panicking about money. Also, if you haven't already, check your contract with the client you lost - sometimes there are clauses about notice periods or transition assistance that you might be entitled to. I discovered my contract had a 30-day notice requirement that my client violated, which gave me some leverage to negotiate a small transition payment. For what it's worth, my accountant told me that restructuring to S-corp for next year is definitely worth it, but the payroll processing fees are around $100-150/month, so factor that into your planning. The peace of mind might be worth it though after going through this stress! Hang in there - the fact that you built a successful consultancy once means you can do it again, just with better risk management this time.

I'm a former EDD appeals representative and I can tell you that cases like your sister's are actually quite common - and winnable when prepared properly. The employer's behavior here (initially saying they wouldn't contest, then fabricating warnings) is a major red flag that will not go unnoticed by the Administrative Law Judge. Here's what I'd focus on for your hearing preparation: **Key Legal Point**: California unemployment law requires "misconduct" to be willful, deliberate, or in substantial disregard of the employer's interests. Simply not meeting performance standards - especially under increased workload - does NOT constitute misconduct. **Evidence Priority List**: 1. That termination letter stating "performance issues" (this is your strongest evidence) 2. The two actual written warnings she received and signed 3. Personnel file showing NO additional warnings exist 4. Documentation of increased workload after coworker departure **Hearing Strategy**: - Let the employer present their case first, then systematically address each false claim - When they can't produce the alleged 6 warnings, ask the judge to note this for the record - Emphasize she was terminated for inability to handle an unreasonable workload, not willful misconduct **Critical**: Make sure she continues certifying for benefits during the appeal process - she can receive back pay for all eligible weeks if she wins. The judge will likely find in her favor given the clear documentary evidence contradicting the employer's misconduct claim. Stay organized, stick to facts, and let the employer's lack of evidence speak for itself.

I'm dealing with a very similar situation right now - employer fired me citing "attendance issues" but then told EDD it was misconduct when I applied for unemployment. It's so frustrating how they can just change their story like that! From what I've learned researching my own case, the burden is really on the employer to PROVE misconduct happened. The fact that your sister's termination letter specifically says "performance issues" is huge because that's the employer's own written admission that this wasn't about misconduct. A few things that might help: - In California, employers are supposed to follow progressive discipline policies if they have them - if they skipped steps, that works against their misconduct claim - The timing of when they're producing these "6 warnings" is suspicious - if these were real, why weren't they mentioned in the original termination? - Document everything about the increased workload situation - being unable to handle an unrealistic workload is performance, not misconduct I know it's stressful but from everything I've read, these cases often come down to whether the employee was willfully disregarding their duties vs genuinely trying but falling short of expectations. Your sister's situation with the extra workload sounds like the latter. Stay strong and trust that the truth will come out!

As an update to my earlier response, I want to clarify something important: When certifying for UI benefits with reduced hours, you need to accurately report your work and earnings each week. This is separate from the work search requirement we discussed earlier. Make sure you're reporting all hours worked and gross earnings (before taxes) for each week. Failure to report work and earnings accurately is the most common cause of overpayment notices.

I went through something very similar last year when my retail job cut hours during a store remodel. Here's what I learned: even with a confirmed return date, you absolutely need to keep doing work search activities. I made the mistake of getting lazy about it for a few weeks thinking I was "safe" and EDD flagged my account for an eligibility review. What saved me was that I had been documenting SOME activities - updating my LinkedIn, browsing job boards, etc. The EDD rep told me these count toward your work search requirement even if you're not actively applying. So you don't have to waste employers' time with applications you don't want, but you do need to show you're "available for work" which is a key requirement. My advice: keep a simple log of 3 activities per week (could be as basic as "searched Indeed for 30 minutes" or "updated resume"). When you certify, answer YES to work search and mention your return date in the comments. Better safe than sorry with EDD!