SNAP Voluntary Quit and Reduction of Work Hours

If a client who is subject to the General Work Rules quits a job or reduces work hours voluntarily and without good cause, the client or household will be disqualified.

The first step in determining if a client is subject to voluntary quit rules is to screen the client for the General Work Rules. Once the screening has taken place, and it is determined that the client is subject to the General Work Rules, you must ask the client if they have recently quit a job or reduced their hours voluntarily.

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What is Voluntary Quit?

One is considered to have Voluntarily Quit a job when a client has voluntarily quit a job of at least 30 hours per week (or the federal minimum wage equivalent) without good cause.

The voluntary quit provision does not apply when:

• before the voluntary quit, the individual was already employed less than 30 hours per week (or was earning less than $217.50/week);
• the quit occurred more than 30 days before the SNAP application date;
• the client had good cause for quitting; or
• the client was exempt from General Work Rules at the time of the quit.

Exception: If the client is exempt from the General Work Rules and was only exempt because they were “Working 30hrs/week or Equivalent,” the client would be subject to Voluntary Quit provisions if they voluntarily quit their job.

Exception: Federal, state, or local government employees who participate in a strike against their employers and who are dismissed from their jobs because of participation in the strike must be considered to have voluntarily quit their job without good cause.

Example 1

Jose (he/him) is applying for SNAP for himself for the first time. During the interview, Jose is screened for the General and ABAWD Work Rules. It is determined that he is subject to both work requirements, as he does not meet any exemptions. He states during his interview that he quit his job last week as he is looking for other opportunities.  He also states he was only working 19 hours a week, for $18 an hour ($342/week).  

Even though Jose was only working 19 hours a week, Jose was still making above the federal minimum wage equivalent to 30 hours per week ($217.50/week). Jose is subject to voluntary quit rules.  

You must sanction Jose for 3 months since this is Jose’s first offense. You must explain the General Work Rules exemptions and advise Jose that if he begins to meet an exemption during his disqualification period, that he can contact the Department to telephonically self-declare his exemption, get his sanction removed earlier than the disqualification period, and to reapply for SNAP based on meeting an exemption. 

Example 2

Cora (they/them) is at recertification. Cora indicates during their interview that they terminated their self-employment business for the year. Cora is not subject to voluntary quit rules as terminating a self-employment enterprise is exempt from these rules. However, Cora will lose their exemption status as working over 30hrs/week or the federal minimum wage equivalent and may be subject to the General Work Rules if they do not meet another exemption. 

Example 3

Taylor (she/her) is currently exempt from the General Work Rules as she is making more than the federal equivalent of working 30/hours per week (over $217.50/week). She calls the DTA Assistance line during case maintenance to report that she has left her job because her boss constantly harasses her, and it is impacting her ability to work for the company. Taylor has said something and that caused additional retaliation by her boss. Taylor wants to work but cannot continue to work in that environment. Since Taylor has self-declared a qualified good cause reason for quitting her job, Taylor is not subject to voluntary quit rules. 

Example 4

Moe (he/him) is currently exempt from the General Work Rules as he is making more than the federal equivalent of working 30/hours per week (over $217.50/week). He calls the DTA Assistance line during case maintenance to report that he has left his job because he didn’t like the work he was doing. Since Moe did not report a qualified good cause reason for quitting his job, Moe is subject to voluntary quit rules.

Furloughed Employees

A furloughed employee is someone placed on temporary, unpaid leave or given reduced hours due to non-disciplinary reasons like budget cuts or lack of work, while still retaining their job, benefits, and seniority. Unlike layoffs, furloughs are intended to be temporary, allowing workers to return to their positions and apply for unemployment.

Although these employees are considered not working, they remain employed.  The intention of the work rules is to promote self-sufficiency through employment.  Since furloughed employees are either still working with suspended pay or intend to return to work once a shutdown ends, they are not subject to the SNAP Work Rules.

To prevent the incorrect issuance of strikes, employment hours must be recorded in BEACON for all furloughed employees.  You must enter the reported number of hours furloughed employees worked prior to the shutdown in the Earned Income Status window.  This will trigger the appropriate SNAP Work Rules exemptions so that the client is not erroneously subject to the SNAP Work Rules.

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What is a Reduction of Work Hours?

One is considered to have voluntarily reduced their work effort when the client has reduced their work hours voluntarily and without good cause and, after the reduction, is earning less than $217.50 per week (or if the client makes less than $217.50 per week, they reduced their work hours to less than 30 hours per week).

Important: Due to the minimum wage rate in Massachusetts, clients only have to work 14.5 hours per week at the Massachusetts minimum wage rate of $15/hour to maintain the “Working 30 hours per week” exemption.
Conversely, a client working in Massachusetts would meet the General Work Rules through working 14.5 hours per week, would also be subject to the Voluntary Quit/Reduction of Work Hours if their work hours in Massachusetts if their work hours fall below 14.5 hours per week.

The reduction of work hours provision does not apply when:

• before the reduction of hours, the individual was already employed less than 30 hours per week (or was earning less than $217.50/week);
• the client has reduced their work hours, but continues to earn wages that exceed the Federal minimum wage multiplied by 30 hours ($217.50);
• the reduction occurred more than 30 days before the SNAP application date;
• the client had good cause for reducing their work hours; or
• the client was exempt from General Work Rules at the time of the reduction.

Exception: If the client is exempt from the General Work Rules and is only exempt because they are “Working 30hrs/week or Equivalent,” the client would be subject to Voluntary Quit provisions if they voluntarily reduced their hours.

Important: Minor variations in the number of hours worked or in weekly compensation are inevitable and must be taken into consideration when assessing a client’s compliance with General Work Rules. ExampleExampleA client subject to the General Work Rules provides their last 4 weeks of wages.  The grantee receives $15/hour and works 25 hours per week.  However, by reviewing the client’s last two weekly wages, you notice that the client only worked 8 hours. The client explains that the building where they work was closed due to flood damage. You must not subject this client to Voluntary Quit rules as they have verified with the other wages that they typically work an average of 25 hours per week and this reduction of work hours was temporary, and out of the client’s control.

Example 1

Jeremy (he/him) is applying for SNAP for himself. During the interview, Jeremy indicates he used to work 14 hours per week at $15/hour but then reduced his hours to only ten hours per week as of last week, as he didn’t want to keep working long days. The worker asked some additional follow-up questions to see if a good cause reason can be applied, but it was determined Jeremy did not meet any of the Good Cause reasons. Jeremy is also subject to the General Work Rules as he did not meet any exemptions during the screening process. Jeremy must be sanctioned for voluntary quit as he voluntarily reduced his work hours within 30 days of applying for SNAP and did not have a good cause reason for the reduction.

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Voluntary Quit or Reduction of Work Hours at Application

For applicant households, when a household member subject to the General Work Rules indicates that they have quit a job or reduced their work hours within 30 days or less prior to the application date, you must ask the client if they have a good cause reason for why their job ended or why they reduced their work hours before enforcing a disqualification period.

Clients can self-declare telephonically or in writing the reason their job ended or the reason for their reduction of their work hours during their application interview. However, if you are unable to obtain a telephonic self-declaration at application because the interview already happened and it was discovered later that the client quit their job, and additional cold calls are unsuccessful, you must create an optional, user-entered additional verification item. In the Details field, enter General Work Rules Good Cause. For the Document(s) of Evidence Section, write:

If clients do not respond to the VC-1, you must address this at the client’s next recertification period. A detailed narrative must be completed to ensure the next worker addresses voluntary quit rules.

If a client in the household has voluntarily quit a job or reduced work hours without good cause, within 30 days or less prior to the application date, the individual is disqualified for a period of:

• three months for the first finding;
• six months for the second finding; and
• twelve months for the third finding

Example 1

Charlie (he/him) is applying for SNAP for himself. During the interview, Charlie indicates he quit his job two weeks ago because he no longer liked working for the company and wanted to look for another job. The worker asked some additional follow-up questions to see if a good cause reason was applicable, but it was determined Charlie did not meet any of the Good Cause reasons. Charlie is also subject to the General Work Rules as he did not meet any exemptions during the screening process. Charlie must be sanctioned for voluntary quit as he quit his job within 30 days of applying for SNAP and did not have a good cause reason for quitting.

Example 2

Cindy (she/her) is applying for SNAP for herself and her spouse. During the interview, Cindy indicates she quit her job last week because she no longer wanted to work for the company and wanted to look for another job. Cindy and her spouse are subject to the General Work Rules as they did not meet any exemptions during the screening process. Cindy’s spouse is currently not working and did not recently quit a job.  

Cindy is the only one that should be sanctioned for voluntary quit as she quit her job within 30 days of applying for SNAP and did not have a good cause reason for quitting.

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Voluntary Quit or Reduction of Work Hours for Ongoing Households

For a household that has a client subject to General Work Rules at recertification, and is found to have voluntarily quit a job or reduced their work hours at any time during the certification period, you must ask the client if they have a good reason for why their job ended or why they reduced their work hours before enforcing a disqualification period. Clients can telephonically self-declare the reason their job ended or the reason for their reduction of their work hours.

At Recertification

If the client is at recertification and the interview has already taken place, and the worker discovers later that the client may be subject to voluntary quit/reduction of work hours rules based on information on the recertification form and cold calls are unsuccessful, the worker must create an optional, user-entered additional verification item. In the Details field, enter General Work Rules Good Cause. For the Document(s) of Evidence Section, write:

If clients do not respond to the VC-1, you must address this at the client’s next recertification period. A detailed narrative must be completed to ensure the next worker addresses voluntary quit rules.

At Case Maintenance

If the client is at case maintenance and the worker discovers that the client may be subject to voluntary quit/reduction of work hours rules based on information received, and cold calls are unsuccessful, the worker must create an optional, user-entered additional verification item.  In the Details field, enter General Work Rules Good Cause. For the Document(s) of Evidence Section, write:

If clients do not respond to the VC-1, you must address this at the client’s next recertification period. A detailed narrative must be completed to ensure the next worker addresses voluntary quit rules.

Important: Clients that quit their job or reduce their work hours cannot be issued a related benefit even if their net income reduces to $0 until they have verified their reason job ended and if they have any other unreported income.  For more information on issuing related benefits when the household’s net income reduces to $0, see Department Responsibility to Take Timely Action.

If a client is found to have voluntarily quit a job or reduced work hours without good cause at any time while participating in SNAP, the individual is disqualified SNAP benefits for a period of:

• three months for the first finding;
• six months for the second finding; and
• twelve months for the third finding

Example 1

Sonny (she/her) is at recertification. She has been exempt from the General Work Rules because she has been working an average of 30/hours per week at a factory.  During the interview, Sonny telephonically self-declares that she is no longer working as she has been experiencing unsafe working conditions due to a machine that broke.  Sonny’s employer had been promising to resolve the issue but has not. Sonny does not meet any General Work Rules exemptions and is subject to voluntary quit rules as she quit her job during the certification period.  

However, since Sonny telephonically self-declared that the reason she quit her job was due to unsafe working conditions, Sonny must not be sanctioned as she had a good cause reason for voluntarily quitting her job. Sonny is now subject to the General Work Rules, and you must review the Work Rules Explanation tab with Sonny.

Important: Verifying the client’s reason for their job ending or reducing their work hours is how you determine if the client’s reason for not complying is considered good cause.

Note: Clients who have been disqualified for quitting a job or reducing work hours without good cause will carry their sanction with them even if they join a new household.

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Verification of Voluntary Quit or Reduction of Work Hours

Clients can telephonically self-declare the reason their job ended or the reason they voluntarily reduced their work hours (good cause). You must request verification of the household’s statements only when information given by the household is:

• questionable;
• inconsistent with information on the application or previous applications; or
• inconsistent with general information or with information known to you.

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Entering a Disqualification for Voluntary Quit/Reduction of Work Hours in BEACON

Note: The Sanction Reason, “Voluntary Quit” must be selected when sanctioning for voluntary quit or reduction of work hours.  

Once it is determined that a client has voluntarily quit a job or reduced their work hours without good cause, the client must be disqualified. To process a disqualification for Voluntary Quit you must:

1. select the AU Member tab on the AU Composition Results page
2. select a client from the Members List
3. for Reason category, select Noncooperation
4. for Reason, select the Voluntarily quit a job (1st time), Voluntarily quit a job (2nd time), or Voluntarily quit a job (3rd time) as appropriate
5. click Save
6. the following popup message will appear: Only clients who are subject to general work requirements are subject to voluntary quit rules. Please consult the SNAP Voluntary Quit and Reduction of Work Hours page in the Online Guide before initiating this sanction. Click OK
7. to proceed with the sanction, click Finish to save your entries or changes and to exit the page and the workflow.

The selected sanction level will automatically populate on the Sanctions page.

Note: You must disqualify the client by levels. A second disqualification cannot be given unless the first disqualification has been assigned and has ended. The third disqualification cannot be given unless the second disqualification has been assigned and has ended.

Once the disqualification is completed and all other case maintenance activities have been completed, if any, the case must be wrapped up and authorized. A notice will be sent to the client stating that they have been disqualified, the reason, the level of disqualification and when the disqualification will end.

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Voluntary Quit Notice for a Participating Household

When you make a determination of voluntary quit or reduction of work hours during a household’s participation in the program, a notice  must be sent within 10 days after the determination of a voluntary quit is made. BEACON will automatically send the notice once the client is disqualified in BEACON. The notice will indicate the reason for the disqualification, the length of time the client is disqualified for, and to contact the Department if they begin to follow the General Work Rules or have an exemption.

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Ending a Voluntary Quit Disqualification

Following the end of the disqualification period, a household may begin participating in SNAP if they reapply and are determined eligible. Eligibility may also be reestablished during a disqualification period, and the household must be permitted to resume participation in SNAP, if the household is otherwise eligible and the member who caused the disqualification:

• gets a new job that is comparable in salary or hours to the job that was quit (comparable employment may entail fewer hours or a lower net salary than the job that was quit);
• leaves the household; or
• becomes exempt from the General Work Rules.

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Reapplication

If a disqualified household reapplies with fewer than 30 days remaining in the disqualification period, you must use the same application to deny benefits for the remainder of the disqualification period and to process the household for subsequent month(s) beginning the day after the cyclical end date of the disqualification period.

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Removing an Expired Sanction from BEACON

If the client’s disqualification period has expired, you must access the Sanctions page and:

1. select the name of the client from the Member List
2. select the Sanctions tab
3. select the most recent disqualification
4. click the Removal Reason drop-down list and select FS Disqualification Period Expired from the drop-down list
5. click Save.

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Removing a Sanction for Good Cause

If the disqualification must be removed for good cause, you must access the Sanctions page and:

1. select the name of the client from the Member List
2. select the Sanctions tab
3. select the most recent disqualification
4. click the Removal Reason drop-down list and select Good Cause from the drop-down list. The Good Cause tab will become enabled
5. on the Good Cause tab select the appropriate good cause reason from the drop-down list
6. select the appropriate verification documents from the Documentation received drop-down list
7. type a description of the good cause in the Description box
8. enter an end date in the End box if appropriate
9. click Save.

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Related Topics

SNAP Voluntary Quit and Reduction of Work Hours – Policy and Procedures

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Last Update: March 30, 2026