The Basic Requirement That Trips Up So Many Claimants

Ohio law requires most unemployment claimants to apply for work with at least two employers per week. This sounds simple enough, but ODJFS's enforcement often goes beyond what the law actually requires, creating traps for unsuspecting claimants who believe they're following the rules.

The distinction between "applying for work" and merely "contacting employers" has become a major source of benefit denials. ODJFS takes the position that you must actually submit an application, not just inquire whether positions are available. This rigid interpretation catches many claimants off guard, especially in industries where informal job seeking is common.

What ODJFS Says You Must Do

According to ODJFS, a valid work search requires submitting actual applications to at least two different employers each week you claim benefits. The agency maintains that merely contacting an employer to ask about openings doesn't count. You must follow each employer's specific application process—if they say apply online only, walking in with a paper resume won't satisfy the requirement.

You must keep detailed written records including dates of job contacts, names and addresses of companies contacted, method of applying, type of work sought, and the outcome. These records must be produced upon request.

ODJFS also insists that repeatedly applying to the same employer week after week doesn't demonstrate good faith effort. They claim applying for different positions with the same company in the same week counts as only one application. If you complete one online application for a company with multiple locations, ODJFS counts it as applying to just one employer.

Common ODJFS Mistakes in Enforcement

Overly Rigid Interpretation of "Applying"

ODJFS often denies benefits when claimants engage in legitimate job search activities that don't fit their narrow definition of "applying." In many industries, networking, informational interviews, and informal inquiries are how jobs are actually obtained. Yet ODJFS may reject these efforts as insufficient.

For example, if you attend a job fair and speak with multiple employers but don't complete formal applications on the spot, ODJFS might claim you didn't meet the requirement. This ignores the reality that many employers at job fairs specifically tell candidates to apply online later.

Ignoring Industry Standards

Different industries have different hiring practices. In construction, day labor, and many service industries, showing up at a job site or union hall is standard practice. In professional fields, networking through LinkedIn or professional associations may be more effective than cold applications. ODJFS often fails to consider these industry-specific realities.

Retroactive Enforcement Without Notice

ODJFS sometimes changes its interpretation of work search requirements and applies them retroactively. Claimants who thought they were complying based on previous guidance suddenly find weeks of benefits denied. The law requires written notice of any changes to work search requirements, and such changes should only apply prospectively.

Dismissing Good Faith Efforts

The legal standard requires claimants to make a "good faith" and "reasonable effort" to find suitable employment. ODJFS often ignores this standard, focusing instead on technical compliance with their internal policies. If you can show you acted in good faith to relieve your unemployment in a reasonable way under your particular circumstances, you've met the legal requirement.

The Reality of Modern Job Searching

The job market has changed dramatically, but ODJFS's enforcement often reflects outdated assumptions about how people find work. Many jobs are never formally posted. Employers increasingly use automated systems that can make it impossible to apply for the same company twice in a short period. Some employers explicitly tell candidates not to reapply for a certain timeframe.

Professional networking, maintaining an active presence on job boards, and working with recruiters are often more effective than submitting cold applications. Yet ODJFS may not count these activities toward the work search requirement.

Defending Against Unreasonable Denials

Document Everything, But Think Broadly

While you must keep records, document more than just formal applications. Record networking events attended, professional contacts made, recruiters contacted, job boards where you maintain active profiles, union halls visited, and any employer contact, even if informal.

If an employer tells you not to apply formally (perhaps they're not currently hiring but will keep you in mind), document that conversation. If you're told to check back later, record that instruction.

Challenge ODJFS's Narrow Interpretations

The statute requires you to "apply for work," but it doesn't define this term as narrowly as ODJFS does. Ohio courts have recognized that availability for work and work search efforts must be evaluated based on "the circumstances of his particular case." What constitutes a reasonable work search varies by industry, location, and individual circumstances.

If you're in an industry where formal applications aren't the norm, argue that your search methods align with industry standards. If you're in a rural area with limited employers, argue that repeatedly contacting the same employers is reasonable given your geographic constraints.

Invoke the Good Faith Standard

Ohio law explicitly recognizes that a person is "available for suitable work and is actively seeking such work" if they have "acted to relieve unemployment in good faith and in a reasonable way." This standard is more flexible than ODJFS's rigid two-applications-per-week rule.

Document how your job search efforts, even if they don't meet ODJFS's narrow definition, demonstrate good faith. Show how your methods are reasonable for your industry, experience level, and local job market.

Strategies for Documenting Good Faith Efforts

Create a Comprehensive Log

Don't limit your documentation to formal applications. Include every job-search related activity: time spent searching online job boards, updating your resume, attending workshops, networking events, informational interviews, contacts with recruiters or staffing agencies, and visits to potential employers, even if no application was completed.

Save Digital Evidence

Screenshot job postings, especially those that say "no longer accepting applications" or "check back later." Save emails from employers acknowledging receipt of applications or explaining their hiring process. Document when employer websites crash or won't accept applications. Keep records of your active profiles on job search sites.

Get It in Writing

When possible, get written confirmation of your job search activities. Email employers to confirm conversations. Ask for receipts or sign-in sheets at job fairs or employment offices. Request written confirmation when employers tell you about their application procedures or timelines.

Show Pattern and Practice

Demonstrate that you have a consistent, organized approach to job searching. Show that you're targeting appropriate positions based on your skills and experience. Document how you're expanding your search over time if initial efforts aren't successful.

When ODJFS Gets It Wrong

If ODJFS denies your benefits for alleged work search violations, remember that their determination isn't final. You have the right to appeal, and many claimants successfully overturn these denials at hearing.

At your hearing, focus on showing that you made good faith efforts to find suitable work, your methods were reasonable for your circumstances and industry, you substantially complied with the spirit of the requirement, and any technical violations were minor and didn't reflect a lack of effort to find work.

Don't accept ODJFS's interpretation as the final word. The law requires reasonable, good faith efforts to find work—not perfect compliance with ODJFS's internal policies.

The Bottom Line

Ohio's work search requirement is about ensuring claimants are genuinely trying to return to work, not about creating technical traps to deny benefits. While ODJFS may enforce a rigid two-applications-per-week standard, the actual law is more flexible, requiring good faith, reasonable efforts based on individual circumstances.

Document everything, but don't limit yourself to formal applications. Challenge unreasonable interpretations that don't reflect the reality of your industry or local job market. Remember that the ultimate question is whether you're making genuine efforts to relieve your unemployment, not whether you've perfectly followed ODJFS's preferred procedures.

If ODJFS denies your benefits based on work search issues, don't give up. Many of these denials are reversed on appeal when claimants can show they made reasonable, good faith efforts to find work, even if those efforts don't fit neatly into ODJFS's narrow definition of "applying for work."

This blog post is for informational purposes only and does not constitute legal advice. Each case is unique, and you should consult with a Ohio Unemployment Appeal Attorney about your specific situation.