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Quitting for Good Cause in Illinois

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I understand that a worker who quits for “good cause” may still collect unemployment in

Illinois. What is considered “good cause”?

In Illinois as in many states, “good cause” means that an employee has a very good reason to quit. Legally, the definition is that a reason exists that would cause “any reasonable person” in the same position to leave the job. In addition, the “good cause” must usually be something that the employer, rather than the employee, has control over.

Historically, a number of issues have been recognized as “good cause” for leaving a job. One of these is sexual harassment on the job. Another is a change in working conditions that makes the job unbearable for the employee. Abusive behavior by an employer or coworker would constitute “good cause.”  Finally, a large decrease in hours, pay or benefits would be “good cause.”

In Illinois, there are a few additional reasons for “good cause” that are not under the employer’s control. These include quitting a job due to the employee’s health problem, or to care for a spouse, child or parent with a serious health problem. In both of these situations, the employee must show a doctor’s note verifying a serious medical condition before quitting.

One aspect of these regulations covers only union employees. A union employee who quits to avoid “bumping” another employee under a union contract, has quit for “good cause.” 

“Good cause” may include transportation or childcare problems, but ONLY if those problems are the direct result of a change in working conditions that the employer controls. Maybe an employer changes a daytime employee to a night shift. If the employee has no childcare for the night shift hours, that would constitute “good cause” for quitting, under the law. However, if an employee who has always worked the night shift suddenly has childcare problems, that is not “good cause” because the employer didn’t make any changes in the situation.

A number of other issues have also been identified as not constituting “good cause.” These include not receiving an expected or promised raise or promotion. They also include not getting along with a coworker. Small decreases in wages, hours or benefits are not considered “good cause.” Job stress is also not considered “good cause.” 

Under Illinois unemployment regulations, an employee must try to resolve the problem with his or her employer before quitting the job.  The employee should explain the problem clearly, and in detail. Ideally, this should be done in writing. The letter must be dated.