Thanks everyone for confirming this is a scam! I've reported the number to the DOL fraud department using the link provided. Going to try the main number again tomorrow morning when they open. This community is so helpful!

Just want to add another red flag about these scam calls - legitimate DOL representatives will never pressure you to provide information immediately or threaten that your benefits will be cut off if you don't comply right away. Scammers use urgency and fear tactics to get you to act without thinking. The real DOL understands that people need time to verify calls and will always allow you to call back through official channels. If anyone ever says "we need this information right now or your claim will be denied," that's a guaranteed scam!

To summarize for anyone finding this thread later: 1. If your BYE date passes but you can still certify for benefits, it means you're on an automatic extension 2. The system will notify you when you actually need to file a new claim 3. This is a change implemented in January 2025 4. Make sure to check your online inbox for notifications 5. If you're uncertain, calling NYSDOL is still the best option The important thing is to keep certifying weekly as long as the system allows you to.

I went through this exact same situation back in December! My BYE date passed and I panicked when I couldn't find the "file new claim" button anywhere. Turns out the system had automatically extended my benefits and I just kept certifying as normal. What really helped me was checking the "Payment History" section - it showed my benefit year had been extended with new dates. The key is as long as you can still certify weekly, you're good to go. Don't stress too much about it, the NY system actually handles this pretty smoothly now compared to the chaos it used to be!

my company went through similar situation last year. had to lay off 12 people and our rate went from like 1.2% to 3.8%. it's not immediate but it definitely hits your bottom line the following year. make sure you're putting money aside for the increase

Just went through this exact scenario with my small business last month. One thing to keep in mind is that NYS also looks at your "benefit ratio" - the total benefits paid out to your former employees divided by your total taxable payroll over the past 3 years. So even if you've had low turnover historically, 6 claims at once will definitely move the needle. I'd recommend reviewing your separation documentation carefully - if any of those layoffs involved performance issues or policy violations, you might want to consider whether they should have been terminations for cause instead. Also, start setting aside funds now because that rate increase will hit your 2026 tax bills pretty hard.

just want to add that even if you qualify for benefits after quitting, you still have to meet all the other requirements like doing job searches and being available for work. don't forget about that part!

I went through this exact situation about 8 months ago - quit due to a hostile manager who was creating an unbearable work environment. The key thing I learned is that NYS Department of Labor takes "constructive discharge" seriously if you can prove it. Document EVERYTHING - not just the obvious stuff like inappropriate emails or comments, but also things like sudden schedule changes designed to make you quit, being excluded from meetings, having your responsibilities stripped away, etc. I kept a daily log of incidents with dates and times. It really helped my case during the adjudication interview. The whole process was stressful but I did get approved eventually. Start your claim as soon as possible even while you're gathering documentation - the sooner you file, the sooner your potential benefit period starts.

I went through something similar and the adjudication process was a nightmare. Make sure you respond to any requests for information immediately. Missing deadlines will hurt your case.

I'm dealing with something similar right now - had to leave due to harassment from my supervisor. From what I've learned, you need to frame it as "constructive discharge" rather than abandonment. The key is showing you had no reasonable alternative but to quit. Those text messages from your supervisor could definitely help your case! I'd recommend writing down a detailed timeline of all the incidents that led to your decision to leave, including dates, witnesses, and any documentation you have. Even if you didn't file formal HR complaints, contemporaneous evidence like those texts can be really valuable. Good luck with your claim!