When a former employee files for unemployment

We decide to allow or deny benefits based on information employers and claimants provide us. We'll need all supporting documents and details related to the job separation.

What we send to all employers

The decision to allow or deny benefits is based on the information we recieve. That's why it is so important for you as an employer to provide your information about an employment separation in a timely manner.

After a worker applies for unemployment benefits, we send a Request for Separation Information (RSI) to their former employers. Employers must review the worker's job separation information and provide more information as necessary.

If you don't send your completed RSI or respond to our electronic request by the date noted in the letter, we will make a decision based on the information we have. These benefit payments may impact your experience rating.

Usually, our review process goes as follows:

  1. We review all documentation and fact-finding in the case. Fact-finding is any verbal or written communication with us that relates to the separation, such as phone interviews we conduct and responses to notices we send out.
  2. We then weigh the available information, considering all corresponding state laws (RCWs) and rules (WACs).
  3. If necessary, we will contact the claimant, the employer or both to get more information. If we contact you and you are not available, we will give you at least 2 business days to respond. If you do not respond, we will base our decision on the available information, which is usually the claimant's statement.
  4. We mail our decision to both the claimant and the employer.

If either party disagrees with the decision, each has the right to appeal to the Office of Administrative Hearings (OAH), which is an independent state agency.

How employers respond to Request for Separation Information (RSI)

You can respond to RSIs in one of 3 ways: using eServices, the State Information Data Exchange System (SIDES) or the RSI letter we mailed you.

Using eServices

To respond to the request in eServices, you need to have access to locked services in Employer Account Management Services (EAMS). To learn how to gain access, go to the how to request access to locked services in EAMS page.

Using SIDES E-Response

SIDES E-Response allows you to respond to separation requests via a separate website.

You can sign up for SIDES E-Response after logging in to eServices. You'll receive notifications when an employee files for unemployment benefits. Once you respond to a notification, you'll receive a confirmation number and a downloadable PDF for your records.

To log into SIDES E-Response, you need your:

  • Federal Employer Identification Number (FEIN) without the hyphen.
  • ESD number.
  • SIDES personal identification number (PIN).

If you don't know this information, you can find it by logging in to eServices and selecting 'SIDES E-Response.' For more help on using SIDES E-Response, view their SIDES user guide (PDF, 731KB).

Using the RSI letter

If you would rather mail the information, complete and return the RSI letter we sent to your address via U.S. mail by the date in the letter.

Examples of RSI letters

In some cases, the letter is more generic than the examples.

Disputing a benefits claim

Let us know if you think we should deny your former employee's benefits claim when you respond to the RSI. How quickly you respond affects what we will do:

  • If you respond within 10 days, we will reconsider whether to give the person benefits.
  • If you respond within 11 to 30 days, we will decide whether the person needs to pay back any benefits.
  • If you respond more than 30 days later, you will need to file an appeal.

Benefits paid due to an incorrect quarterly report

If your former employee received benefits based on incorrect or incomplete information you provided on your quarterly tax report, we will charge you for those benefits.

What happens next

We will send you more details about how the claim will affect your account. What we send you depends on whether you are a taxable or reimbursable employer.

Taxable employers can learn more on the removing benefit charges from employer accounts page. Reimbursable employers can learn more on the reimbursable employers page.

Laws and rules