Leaving a job is a big decision. Whether you’re feeling stressed, dealing with a difficult work environment, or simply ready for something new, it’s normal to wonder what happens next. One of the first questions many Albertans ask is, “Can I still get Employment Insurance if I quit?”

In Canada, employment insurance (EI) is designed to support people who are out of work through no fault of their own. That usually means people who have been laid off. But if you voluntarily quit, things get a little more complicated.

The short answer is no, you typically will not receive EI benefits if you quit. But there is an important exception. If you had a really good reason to leave, something called “just cause,” you may still qualify. So what counts as just cause, and how do you prove it? Let’s take a closer look.

Can You Get EI If You Quit Your Job?

Under normal circumstances, voluntarily quitting your job disqualifies you from receiving employment insurance. Service Canada explicitly states that if you quit your job voluntarily without “just cause,” you will not be paid EI benefits. The system is designed primarily for people who are laid off or terminated involuntarily.

However, there is a critical exception: if you quit for just cause, you may still be eligible for temporary financial assistance through EI. Just cause means you had a compelling, legally recognized reason for voluntarily leaving. It means that, essentially, quitting was your only reasonable option in the situation.

Understanding “Just Cause”

To qualify for regular EI benefits after quitting, having just cause is essential. This is more than just having a personal reason or feeling unhappy at work. The Employment Insurance Act recognizes that in certain situations continuing to work is untenable (for example, if your health or safety is at risk, or if there’s serious wrongdoing) and you had no reasonable alternative but to leave your job.

However, you will also need to demonstrate that you exhausted reasonable alternatives to quitting, and tried to remedy the situation prior to leaving your employment voluntarily, or that no practical alternatives existed in your case. Service Canada will not take your word for it at face value. They will require you to explain and will investigate the situation to prove it was the only reasonable alternative.

When you apply for EI after quitting, Service Canada will gather the facts and conduct interviews with both you and your former employer to decide if your resignation meets the just cause standard to collect EI benefits. They will ask each of you for your version of events and the reasons for leaving. The onus is on you as the claimant to prove that you left for just cause and that quitting was the only reasonable course of action remaining.

If there were other reasonable alternatives or steps you could have taken to avoid quitting (for example, resolving the issue internally, transferring to a different role, or taking a leave of absence), you’re expected to have tried those or at least considered them before you quit your job. Failing to pursue available alternatives can undermine your EI claim; you’ll have to explain why you didn’t try other solutions before walking away.

Aside from the just cause issue, you also still need to meet the basic EI eligibility criteria. This means you must have accumulated enough insurable work hours in the past 52 weeks (or since your last claim) and have had an “interruption of earnings” (typically, at least 7 consecutive days without work or pay).

The number of work hours required can range roughly from 420 to 700 hours, depending on the unemployment rate in your region of Alberta (higher regional unemployment allows qualification with fewer hours). So even if you had cause to quit, you won’t get EI if you don’t have the minimum insurable employment hours or if you haven’t been out of work for at least a week.

And importantly, once on regular EI benefits, you must be ready, willing, and able to work and actively job hunting to keep getting paid. EI benefits are for people who are currently available for work. If you quit due to health reasons and are not yet capable of working, you might need to seek EI sickness benefits instead of regular benefits.

What Counts as Just Cause

Situations that may be accepted as just cause, or valid reasons to voluntarily quit your job, are as follows:

• Sexual or Other Harassment: Verbal, physical, or sexual harassment that made the workplace unsafe or intolerable.
• Discrimination: Facing unfair treatment due to race or ethnic origin, gender, religion, age, marital status, disability, sexual orientation, or other protected grounds.
• Danger to Health or Safety: Working conditions that are unsafe or harming your mental or physical health (with medical or safety documentation).
• Significant Changes to Your Job: Major changes to your wages, work duties, hours, or location without your agreement.
• Toxic or Abusive Work Environment: A work culture that’s emotionally harmful or involves bullying, especially if reporting the issue didn’t help.
• Constructive Dismissal: Your employer made your job unbearable through major negative changes, forcing you to quit.
• Urgent Need to Care for a Family Member: No other caregiving options are available for a dependent child or sick immediate family member who needs your support. However, in this case, you would need to apply for Compassionate Care Benefits instead of standard EI benefits.
• Relocation of Your Spouse or Dependent: You had to move because your spouse, common law partner, or dependent was transferred or relocated.
• Discrimination for Refusing Unsafe Work: You were penalized for refusing unsafe tasks or asserting your rights under safety laws.
• Employer Breaking the Law: Your employer asked you to do something illegal or was acting unlawfully in a way that impacted your job.
• Pressure to Quit or Forced Resignation: You were given the choice to resign or be fired, or were pressured to leave against your will.
• Excessive Overtime or Unpaid Wages: Being forced to work unreasonable hours or not being paid fairly, especially after trying to resolve it.
• Reasonable Assurance of Another Job: You left your job because you had a confirmed job offer, but the employment contract fell through unexpectedly.
• Maternity or Parental Leave: If you leave your job for a new baby or recently adopted child, you may be eligible for EI parental benefits rather than standard employment insurance, even if you quit your job.

In these situations, having a bit of documentation, like emails, doctor’s notes, or records of any complaints, can really help strengthen your case. It’s simply a way to show what was happening and that you did your best to resolve things before making the tough decision to leave.

If you’re not sure whether your reason will qualify, you’re not alone. It’s okay to have questions. Speaking with an employment lawyer at DLegal Law to submit your EI application with a clear explanation can help you move forward with confidence and support.

Can You Get EI If You Quit Due to Stress?

It’s important to know that stress alone doesn’t automatically qualify you for EI. However, if your mental health is seriously affected and staying in your job is harming your well-being, you may have options. Before quitting, consider speaking with your doctor. If they confirm that your work is impacting your health, you may be eligible for EI sickness benefits, which provide support while you’re temporarily unable to work.

In some cases, if the stress is extreme and you’ve taken steps to address the situation (like requesting accommodations or stress leave), quitting may be accepted as “just cause” for regular EI benefits. It all depends on the severity of the situation and the documentation you provide. Quitting for stress is a big step, so getting medical advice, speaking with a lawyer about whether you are likely to get EI if you quit your job, and understanding your rights can make a big difference.

How Much Does EI Pay?

The Alberta government doesn’t have a separate EI system; Albertans use the federal EI program. So the same eligibility criteria and exceptions for quitting apply to Albertan workers as to anyone else in Canada.

If you do qualify for EI benefits after quitting (or in any situation), it’s natural to wonder how much money you will receive. EI regular benefits as well as sickness benefits have a standard rate: 55% of your average insurable earnings, up to a maximum ceiling set by the government of Canada. As of 2025, the maximum insurable earnings are $65,700/year, which works out to a maximum of $695 per week in EI. In practical terms, if you were earning a salary of $50,000 annually (approx. $961 weekly), 55% of that would be about $528 per week from EI. If you were earning above the ceiling (say $80,000/year), you’d still get no more than the cap (around $695 weekly).

This calculation is the same regardless of why you’re on EI. There isn’t a special rate for someone who quit due to stress versus someone who was laid off from a company.

So, in conclusion, yes, you can claim EI after quitting, but only under specific conditions. Just cause is the make-or-break factor: if your resignation was justified by serious circumstances and no reasonable alternative, EI should be there for you.

At DLegal Law Office, we know that applying for Employment Insurance (EI) after quitting can feel overwhelming, especially if your situation isn’t straightforward. While you don’t technically need a lawyer to apply for EI, our team can offer valuable support in certain cases. If you left your job due to workplace stress, a toxic environment, or believe you were constructively dismissed, we can help you show how your reason meets the “just cause” standard.

Our lawyers are also here to help if your claim is denied and you need to appeal, or if your employer challenges your version of events. We’ll guide you through gathering the right documents, explaining your case clearly, and making sure you understand both EI rules and your rights under employment law. With DLegal Law Office, you’re not alone in the process. Get in touch today.

The content of this article is intended to provide a general guide to the subject matter and should not be considered legal or other professional advice. To get detailed information regarding your specific circumstances, please discuss your situation with a lawyer or other professional. Refer to our Legal Notice  for more details.