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Final thought - if you do decide to take the freelance work, just factor the benefit reduction into your decision. Sometimes earning $300 but losing $295 in benefits isn't worth the hassle, depending on the work involved.
True, gotta look at the net gain. Thanks everyone for all the insights - this really helped clarify things for me.
Just to add another perspective - I've been doing some gig work while on UI and one thing that helped me was creating a simple spreadsheet to track potential earnings vs benefit reductions before taking on projects. For example, if a freelance job pays $400 but I'd lose $395 in benefits (since I get $450/week), I'm only netting $5 plus whatever experience/networking value the work provides. Sometimes it's worth it for the connections, sometimes not. Also worth noting that if you're doing contract work, you might want to consider the tax implications too since you'll be responsible for self-employment taxes on that income.
That spreadsheet idea is brilliant! I hadn't thought about tracking it that systematically. And you're absolutely right about the self-employment tax piece - that's another 15.3% I'd need to factor in on top of regular income tax. So really the math gets even more complicated when you consider the full tax burden on freelance income vs the tax-free UI benefits. Definitely something to calculate before saying yes to any gig work.
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I'm so glad you found this helpful information! Just wanted to add one more thing - when your husband does start his leave and applies, make sure he applies for the full amount of time he wants to take right away. You can't extend PFML claims later if you decide you want more time off. The maximum for bonding leave is 12 weeks, and it has to be taken within that first year after birth. Also, if his employer offers any kind of supplemental paid leave that works with PFML, definitely look into that too since PFML only covers a percentage of his wages. Good luck with everything!
This is such great advice about applying for the full amount upfront! I had no idea you couldn't extend it later. That's definitely something we need to think through carefully before he applies. Do you happen to know if the 12 weeks has to be taken consecutively, or can it be broken up? His work might be more flexible if he could take it in chunks, but I want to make sure that's even allowed under PFML rules.
@Freya Collins Great question! PFML bonding leave can actually be taken intermittently, which is really helpful for families. You can break it up into smaller chunks as long as your employer approves the schedule. Some people do a few weeks right after birth, then save some time for later, or even do part-time schedules. Just make sure when your husband applies that he indicates he wants intermittent leave if that s'the plan, and coordinate the specific dates with his HR department. The key is that all 12 weeks have to be used within that first year after birth, but they don t'have to be consecutive at all!
This thread has been so helpful! I'm actually in a similar situation - had my baby in October 2023 and my partner is just now considering taking some PFML time. Reading through all these responses, I feel much more confident that we're still within the window. The confusion about the 30-day rule vs the 12-month rule seems really common. One thing I wanted to add for anyone else reading this - I found the Washington State PFML calculator on the ESD website really useful for figuring out how much the benefit would actually be. It helps you estimate your weekly benefit amount based on your income, which was crucial for us in planning our budget during leave. Just search "PFML benefit calculator" on the ESD site. Thanks to everyone who shared their experiences here - this kind of real-world advice is so much more helpful than trying to decode the official government pages!
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I'm also new to this community and wanted to add my voice to this amazing thread! Reading through everyone's experiences has been so reassuring - I have my first WorkSource appointment scheduled for next month after being laid off from my healthcare administration job, and I was honestly terrified about what to expect. What's really struck me is how every single person who went in prepared and with the right mindset had a positive experience, regardless of which office they visited. The consistency across Washington state offices in focusing on genuine job search support rather than benefit policing is so encouraging to hear. I'm definitely taking notes on all the fantastic advice shared here - the organized documentation folder, one-page career summary, and specific questions about networking groups and training programs. The stories about discovering hidden resources like rapid hiring events and industry-specific certifications have me genuinely excited about what opportunities might be available. Paolo, your original question sparked such an incredible wealth of knowledge sharing! This thread has completely transformed my perspective from dreading a compliance check to looking forward to accessing professional support and resources. Thank you to everyone who took the time to share their real experiences - this community is truly special in how it supports people through challenging times. Best of luck with your Everett appointment - we're all rooting for you!
I'm new to this community and just wanted to add my perspective as someone who had their first WorkSource appointment in Federal Way last month! Like so many others here, I was absolutely terrified beforehand - I kept imagining worst-case scenarios where they'd find some reason to cut my benefits or interrogate me about every job application. The reality was completely different. My specialist was incredibly knowledgeable and spent about 90 minutes helping me understand how my retail management experience could translate to corporate training and customer success roles. She had specific insights about local companies that were actively hiring and even made a few introductions via email while I was still in the office! What really impressed me was their career assessment tools - they had me complete a skills inventory that highlighted strengths I hadn't even considered mentioning in interviews. I also got connected to their professional development workshops, including a free LinkedIn optimization session that completely transformed my profile. One practical tip to add to all the great advice here: if you're transitioning between industries like I am, ask specifically about informational interview opportunities. My WorkSource specialist actually had a list of local professionals willing to do brief career conversations with job seekers. I've already had two incredibly valuable calls that gave me insider perspectives on my target field. This thread has been such a perfect example of how sharing real experiences can completely change someone's mindset. Paolo, I hope your appointment exceeded all expectations!
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I'm in a very similar situation - also in construction and down to my last few weeks of regular UI benefits. Reading through all these responses has been incredibly helpful, especially learning about the Training Benefits program. I had no idea that existed! One question for those who've been through this process: are there any specific training programs that are particularly well-suited for construction workers? I've been doing residential framing for 8 years but I'm open to learning new skills, especially if it means I can get some financial support while training. Energy-efficient construction sounds promising like the original poster mentioned, but I'm wondering if there are other trades or certifications that are considered "high-demand" in Washington right now. Also, does anyone know if the Training Benefits program allows part-time work while you're in training? I might be able to pick up some small side jobs even during the slow season, but I don't want to jeopardize my benefits eligibility. Thanks to everyone who's shared their experiences - this thread has given me hope that there might be a path forward even if regular extensions aren't available!
Great question about high-demand training programs for construction workers! From what I've researched, some of the most in-demand certifications in Washington right now include electrical work (especially solar installation), HVAC systems, plumbing, and green building/energy efficiency certifications like LEED. Welding is also always in high demand here. Regarding part-time work while in Training Benefits - yes, you can typically work part-time while receiving benefits, but your weekly benefit amount will be reduced based on your earnings (just like with regular UI). There's usually a small earnings disregard, so you might be able to earn a little without any reduction, but definitely check with ESD about the specific rules for Training Benefits since they can be different from regular UI. I'd suggest looking at the WorkSource website for their list of approved training providers and in-demand occupations. Community colleges like Seattle Central, Bellevue, and Everett have great trades programs that are often pre-approved for Training Benefits. Good luck - sounds like you're being proactive about this which is exactly what you need to do!
Adding to what Mia said about high-demand programs - I'd also look into crane operator certification if you're interested in staying in construction but want better job security. Washington has a lot of infrastructure projects coming up and crane operators are always needed. The training is usually shorter than some other programs (8-12 weeks) but pays really well. Another option is to look into construction project management or estimating programs. With your 8 years of framing experience, you already understand the work from the ground up, which is valuable for those roles. Many of these programs can be done partially online which gives you flexibility. For the part-time work question - definitely report any earnings when you file your weekly claims, even small side jobs. It's better to be transparent and have your benefits reduced slightly than risk any issues with overpayments later. The ESD is pretty good about working with people who are honest about their earnings.
Just wanted to chime in as someone who works in workforce development - the advice here about Training Benefits is spot on, but I'd also suggest looking into Washington's Apprenticeship programs. Many building trades apprenticeships (electrical, plumbing, carpentry, etc.) actually provide a small living allowance while you're learning, plus you get paid progressively more as you advance through the program. The good news is that some apprenticeships can be combined with Training Benefits in certain circumstances, though you'd need to verify this with ESD. Also, with your framing background, you might be able to get advanced placement in a carpentry apprenticeship program, which could shorten the timeline. One resource that hasn't been mentioned yet is the Building Industry Association of Washington (BIAW) - they have job boards and sometimes know about training opportunities or temporary work that could help bridge the gap. Worth checking out while you're exploring your options. The construction industry in Washington is definitely cyclical, but all the infrastructure and housing development planned for the next few years means there should be good opportunities once you get through this rough patch. Hang in there!
Thanks for mentioning apprenticeships! I hadn't considered that option but it makes a lot of sense, especially with my existing framing experience. The idea of getting paid while learning and potentially combining it with Training Benefits is really appealing. I'll definitely check out the BIAW website and see what apprenticeship opportunities might be available. Do you happen to know if there are any age restrictions or other barriers for someone with existing construction experience to enter an apprenticeship program? I'm wondering if being an experienced worker rather than a complete beginner affects the application process or placement opportunities. Also really appreciate the reminder about the long-term outlook for construction in Washington - it's easy to get discouraged when you're in the middle of the slow season, but you're right that there's a lot of development planned. Sometimes you just need that outside perspective to remember this is temporary!
Lukas Fitzgerald
This thread has been incredibly helpful! I was in the exact same situation and spent weeks worrying about whether I was missing something important on my tax return. Based on all the expert advice here, I ended up following the consensus and did NOT report my Washington sick leave benefits as income. Like others mentioned, I kept all my ESD payment statements clearly showing they were for "medical leave" (sick leave) and not family leave. My return was accepted without any issues. It's frustrating that ESD doesn't make this clearer upfront, but at least now I know for future reference. Thanks everyone for sharing your experiences - it really helped put my mind at ease!
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Daniela Rossi
•This is such a relief to read! I'm in the exact same boat and was getting really anxious about potentially making a mistake on my taxes. It's crazy how confusing this whole situation is - you'd think ESD would have clearer guidance on their website about the tax implications. I'm definitely going to follow the same approach and keep all my documentation showing it was specifically sick leave. Thanks for sharing that your return was accepted without issues - that gives me a lot more confidence!
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Natalie Khan
This whole thread has been a lifesaver! I've been stressing about this for weeks. I received about $3,800 in Washington sick leave benefits last year and was so confused when I didn't get any tax forms from ESD. After reading everyone's experiences and the expert advice from Aaron Lee and others, I feel much more confident about leaving it off my tax return. I'm going to keep all my ESD payment statements that clearly show "medical leave" just like others suggested. It's honestly ridiculous that ESD doesn't provide clearer guidance on this - they should have a simple FAQ that explains the difference between taxable family leave and non-taxable sick leave. But thanks to this community, I finally understand the distinction!
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