9 Real Examples of Good Cause in Voluntary Quit Situations

Deciding to leave a job is rarely easy—but sometimes, quitting is not just a personal choice, it’s a necessary one. If you’ve ever had to resign from a position because of health concerns, harassment, family issues, or workplace violations, you might have done so for what’s legally considered “good cause.” Understanding the difference between a voluntary quit and a voluntary quit with good cause is essential—especially if you’re applying for unemployment benefits or need to explain your departure to future employers or legal authorities.

In most states and employment law contexts, “voluntary quit” means you left your job by choice. However, quitting for good cause means that your decision was justified based on serious, often unavoidable circumstances. Many people don’t realize that quitting a job for good cause can still qualify you for unemployment benefits or legal protections. This article breaks down nine real examples of good cause in voluntary quit situations so you can better understand your rights and responsibilities.

1. Unsafe or Hazardous Working Conditions

One of the most commonly recognized examples of good cause in voluntary quit cases involves unsafe or hazardous work environments. If your workplace poses a threat to your health or safety—and your employer fails to resolve the issue after you report it—you may have legal grounds to resign for good cause.

Unsafe conditions could include exposure to toxic substances, faulty equipment, fire hazards, lack of protective gear, or poor sanitation. For example, if you’re a construction worker forced to use damaged scaffolding after repeatedly notifying your manager with no response, you may be justified in leaving the job.

It’s important to document these hazards and your attempts to resolve them. Reporting the issue to OSHA or another regulatory body can further support your claim. Without documentation, it becomes harder to prove that the conditions were severe enough to justify quitting.

2. Health Reasons (Physical or Mental)

If continuing to work would seriously damage your physical or mental health, you may have good cause to quit. This applies whether the health issue is pre-existing or brought on by work-related stress, injury, or environmental conditions.

Say your doctor diagnoses you with chronic migraines caused by poor air quality at your workplace. If accommodations are not made and your condition worsens, resigning may be your best option. Likewise, if you suffer from anxiety or depression due to a toxic workplace and your mental health provider recommends a leave or resignation, this may also qualify as good cause.

To strengthen your case, you’ll need documentation from medical professionals stating that leaving your job was medically necessary. This can include letters, treatment notes, or disability documentation. Keep in mind that employers are sometimes required to offer reasonable accommodations under the ADA, so quitting before exploring those options may hurt your eligibility unless the accommodations were denied or insufficient.

3. Harassment or Discrimination

A hostile work environment is another strong example of good cause in voluntary quit claims. If you’ve been the target of repeated harassment or discrimination—whether based on gender, race, religion, age, or another protected class—you may be entitled to quit without penalty.

For example, if a coworker repeatedly makes inappropriate comments or physically threatens you and management takes no meaningful action after you report it, that creates a hostile environment. Over time, this can lead to emotional distress, reduced productivity, and even physical symptoms like insomnia or nausea.

To support a claim of good cause, document incidents, emails, witness statements, and your reports to HR or supervisors. The key is to show that you made a good-faith effort to resolve the problem internally and that the behavior continued despite your efforts.

Leaving under these conditions is not abandoning your job—it’s protecting yourself in an environment that has become intolerable and legally unsafe.

4. Domestic Violence or Family Safety Concerns

Leaving a job to protect yourself or your children from domestic violence is another example of good cause in voluntary quit cases. Many states recognize that survivors of domestic abuse may need to relocate, change employment, or otherwise disrupt their lives to stay safe.

For example, if you’re being stalked by an abusive ex-partner and they know your work location, you may need to quit your job and move. In some cases, abusers may also work at the same company or show up at your workplace uninvited. Under these circumstances, your decision to resign is clearly about survival, not job dissatisfaction.

Some states even allow for unemployment benefits in these situations, provided you can show police reports, restraining orders, or evidence of abuse. Confidentiality is often maintained in these claims to protect your safety.

This form of resignation is one of the most personal and painful examples of good cause, but it’s increasingly recognized in both the legal system and HR policies.

5. Substantial Change in Work Conditions

When your employer suddenly alters your job duties, hours, location, or pay in a way that significantly disrupts your employment agreement, you may be justified in quitting with good cause.

Examples include:

• A demotion without explanation

• A significant, involuntary pay cut

• A switch from full-time to part-time without your consent

• Being transferred to a distant location without notice or support

Let’s say you were hired for a Monday-to-Friday office job and suddenly get assigned night shifts or weekend hours, making it impossible to care for your children. If this change wasn’t agreed upon in your original contract and impacts your personal life or financial stability, resigning may be a valid decision.

Make sure to document all communication about the change and try to negotiate with your employer before quitting. Showing that you tried to resolve the situation helps build a case for good cause.

6. Lack of Childcare or Family Emergency

Another frequently overlooked example of good cause in voluntary quit scenarios is the sudden loss of childcare or the need to care for a family member. Many people, especially single parents or those caring for elderly relatives, face impossible choices when family needs suddenly escalate.

If your daycare closes unexpectedly or your child has special needs that require full-time attention, you may need to resign to fulfill your caregiving responsibilities. Similarly, if a parent or spouse becomes seriously ill and requires your care, leaving your job may be necessary—even if temporarily.

To support a good cause claim in these situations, you should document:

• Proof of the family emergency (e.g., hospital records, doctor’s notes)

• Proof of your search for alternative care (e.g., emails, applications)

• An explanation of why no other options were available

Many state unemployment agencies recognize caregiving emergencies as legitimate and support benefits in these cases.

7. Spouse Relocation or Military Transfer

If your spouse has to move for work—especially for military deployment or reassignment—your voluntary resignation to accompany them is often considered a good cause.

For example, if your spouse is in the armed forces and receives orders to relocate across the country, leaving your job to join them is generally seen as reasonable and necessary. Similarly, civilian careers may require cross-country moves or international assignments, and families typically choose to stay together during these transitions.

Most states require documentation of the spouse’s transfer and proof that the move was mandatory, not optional. This helps verify that your resignation was tied to external circumstances beyond your control—not just personal preference.

This type of voluntary quit is widely respected, and many people receive unemployment benefits or neutral job references when this reason is properly explained.

8. Unpaid Wages or Frequent Payroll Issues

No one should have to work for free or deal with unreliable income. If your employer routinely misses payroll, delays checks, or underpays you without resolution, quitting can qualify as good cause.

Imagine you consistently receive your paycheck several days late—or worse, not at all. You bring it up to HR, and they promise it won’t happen again. Then it happens again. And again. Eventually, you’re forced to dip into savings or miss rent.

This is not only a financial risk but a violation of labor laws. If your efforts to resolve the issue internally fail, your resignation can be justified as protecting your financial stability and well-being.

To build your case, save all pay stubs, bank statements, emails, and written complaints. If you file for unemployment or a legal claim, this paper trail will be crucial.

9. Ethical or Legal Violations at Work

Being asked to perform illegal tasks or cover up unethical behavior is one of the clearest examples of good cause in voluntary quit situations. No employee should feel trapped in a job that compromises their integrity or risks their legal standing.

You might be asked to:

• Falsify financial reports

• Hide safety violations

• Lie to customers or regulators

• Engage in insider trading or bribery

If you refuse and your employer retaliates—or if you feel you must resign to avoid complicity—your departure is justified. In fact, many whistleblower laws protect employees in these situations and may entitle you to legal protection or unemployment compensation.

Document everything. Keep emails, meeting notes, and conversations where these instructions were given or discussed. Reporting violations to a regulatory body can also support your claim and demonstrate that you tried to do the right thing before leaving.