By Sam Whitehead, Phil Galewitz and Katheryn Houghton, KFF Health News

For many years, Eric Wunderlin’s health issues made it hard to find stable employment.

Struggling to manage depression and diabetes, Wunderlin worked part-time, minimum-wage retail jobs around Dayton, Ohio, making so little he said he sometimes had to choose between paying rent and buying food.

But in 2018, his CareSource Medicaid health plan offered him help getting a job. It connected him to a life coach, who helped him find full-time work with health benefits. Now, he works for a nonprofit social service agency, a job he said has given him enough financial stability to plan a European vacation next year.

“I feel like a real person and I can go do things,” said Wunderlin, 42. “I feel like I pulled myself out of that slump.”

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Republicans in Congress and several states, including Ohio, Iowa, and Montana, are pushing to implement work requirements for nondisabled adults, arguing a mandate would encourage enrollees to find jobs. And for Republicans pushing to require Medicaid enrollees to work, Wunderlin’s story could be held up as evidence that government health coverage can help people find employment and, ultimately, reduce their need for public assistance.

Yet his experience is rare. Medicaid typically does not offer such help, and when states do try to help, such efforts are limited.

And opponents point out that most Medicaid recipients already have jobs and say such a mandate would only kick eligible people off Medicaid, rather than improve their economic prospects. Nearly two-thirds of Medicaid enrollees work, with most of the rest acting as caregivers, going to school, or unable to hold a job due to disability or illness, according to KFF, a health information nonprofit that includes KFF Health News.

Existing efforts to help Medicaid recipients get a job have seen limited success because there’s not a lot of “room to move the needle,” said Ben Sommers, a professor of health care economics at the Harvard T.H. Chan School of Public Health. Most Medicaid enrollees already work — just not in jobs with health benefits, he said.

“The ongoing argument that some folks make is that there are a lot of people freeloading in Medicaid,” he said. “That’s just not supported by the evidence.”

Using health programs to encourage work

The GOP-controlled Congress could allow or require states to implement a Medicaid work requirement as part of revamping and downsizing Medicaid. The first Trump administration encouraged those work mandates, but many were struck down by federal judges who said they were illegal under federal law.

Policy experts and state officials say more attention should be paid to investments that have helped people find better jobs — from personalized life coaching to, in some cases, health plans’ directly hiring enrollees.

They argue work requirements alone are not enough. “The move to economic mobility requires a ladder, not a stick,” said Farah Khan, a fellow with the Brookings Institution, a nonpartisan think tank.

While Medicaid work requirements have been debated for decades, the issue has become more heated as 40 states and Washington, D.C., have expanded Medicaid eligibility under the Affordable Care Act to the vast majority of low-income adults. More than 20 million adults have gained coverage as a result — but Republicans are now considering eliminating the billions in extra federal funding that helped states extend eligibility beyond groups including many children, pregnant women, and disabled people.

Only Georgia and Arkansas have implemented mandates that some Medicaid enrollees work, volunteer, go to school, or enroll in job training. But a study Sommers co-authored showed no evidence work requirements in Arkansas’ program led to more people working, in part because most of those who could work already were.

In Arkansas, more than 18,000 people lost coverage under the state’s requirement before the policy was suspended by a federal judge in 2019 after less than a year. Those who lost their Medicaid health care reported being unaware or confused about how to report work hours. Since 2023, Arkansas has been giving Medicaid health plans financial incentives to help enrollees train for jobs, but so far few have taken advantage.

Some plans, including Arkansas Blue Cross and Blue Shield’s, offer members $25 to $65 to complete a “career readiness” certificate. In 2024, some Arkansas health plans offered enrollees educational videos about topics including taxes and cryptocurrency.

Health plans don’t have an incentive to help someone find a better-paying job, because that could mean losing a customer if they then make too much to qualify for Medicaid, said Karin VanZant, a vice president at Clearlink Partners, a health care consulting company.

Rather than offering incentives for providing job training, some states, such as California and Ohio, require the insurance companies that run Medicaid to help enrollees find work.

In Montana, where some lawmakers are pushing to implement work requirements, a promising optional program nearly collapsed after state lawmakers required it be outsourced to private contractors.

Within the program’s first three years, the state paired 32,000 Medicaid enrollees with existing federally funded job training programs. Most had higher wages a year after starting training, the state found.

But enrollment has plummeted to just 11 people, according to the latest data provided by the state’s labor department.

Sarah Swanson, who heads the department, said several of the nonprofit contractors that ran the program shuttered. “There was no real part in this for us to deliver direct services to the folks that walked through our door,” she said. The state hopes to revive job training by allowing the department to work alongside contractors to reach more people.

The hunt for results

State officials say they don’t have much data to track the effectiveness of existing job programs offered by Medicaid plans.

Stephanie O’Grady, a spokesperson for the Ohio Department of Medicaid, said the state does not track outcomes because “the health plans are not employment agencies.”

Officials with CareSource, which operates Medicaid plans in multiple states, say it has about 2,300 Medicaid and ACA marketplace enrollees in its JobConnect program — about 1,400 in Ohio, 500 in Georgia, and 400 in Indiana.

The program connects job seekers with a life coach who counsels them on skills such as “showing up on time, dressing the part for interviews, and selling yourself during the interview,” said Jesse Reed, CareSource’s director of life services in Ohio.

Since 2023, about 800 people have found jobs through the program, according to Josh Boynton, a senior vice president at CareSource. The health plan itself has hired 29 Medicaid enrollees into customer service, pharmacy, and other positions — nearly all full-time with benefits, he said.

In 2022, California started offering nontraditional health benefits through Medicaid — including help finding jobs — for enrollees experiencing homelessness or serious mental illness, or who are otherwise at risk of avoidable emergency room care. As of September, it had served nearly 280,000 enrollees, but the state doesn’t have data on how many became employed.

The University of Pittsburgh Medical Center, which is among the largest private employers in Pennsylvania, running both a sprawling hospital system and a Medicaid plan, has hired over 10,000 of its Medicaid enrollees since 2021 through its training and support services. Among other jobs, they took positions as warehouse workers, customer service representatives, and medical assistants.

The vast majority left low-paying jobs for full-time positions with health benefits, said Dan LaVallee, a senior director of UPMC Health Plan’s Center for Social Impact. “Our Pathways to Work program is a model for the nation,” he said.

Josh Archambault, a senior fellow with the conservative Cicero Institute, said Medicaid should focus on improving the financial health of those enrolled.

While the first Trump administration approved Medicaid work requirements in 13 states, the Biden administration or federal judges blocked all except Georgia’s.

“I don’t think states have been given ample chance to experiment and try to figure out what works,” Archambault said.

KFF Health News senior correspondent Angela Hart contributed to this report.

©2025 KFF Health News. Distributed by Tribune Content Agency, LLC.

By Shalina Chatlani, Stateline.org

Republicans in Congress are eyeing $880 billion in cuts to Medicaid, the joint federal-state government health care program for lower-income people.

Depending on how states respond, a Republican proposal that would slash the 90% federal contribution to states’ expanded Medicaid programs would end coverage for as many as 20 million of the 72 million people on Medicaid — or cost states $626 billion over the next decade to keep them on the rolls. More than 5 million people could lose coverage if the feds impose work requirements.

In recent months, this complicated government program has increasingly come under the spotlight, so Stateline has put together a guide explaining what Medicaid is and how it operates.

1. Medicaid is not Medicare.

Medicaid serves people with lower incomes or who have a disability. Medicare focuses primarily on older people, no matter their income.

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Medicaid and Medicare were created in 1965 under President Lyndon B. Johnson. Medicare is the federal health insurance program for people who are 65 or older, though younger people with special circumstances, such as permanent kidney failure or ALS, may be eligible earlier.

Medicare is a supplemental insurance program that’s limited in scope. It doesn’t pay for long-term care, most dental care or routine physical exams. Around 68.4 million people are enrolled in Medicare.

Medicaid is a more comprehensive government insurance plan that’s jointly funded by the federal government and states. Medicaid covers most nursing home care as well as home- and community-based long-term care. People on Medicaid generally don’t have any copayments. Only people and families with incomes under certain thresholds are eligible for Medicaid. About 72 million people, or a fifth of people living in the United States, receive Medicaid benefits.

2. Medicaid eligibility varies from state to state.

In its original form, Medicaid was generally only available to children and parents or caretakers of eligible children with household incomes below 100% of the federal poverty line ($32,150 for a family of four in 2025). Over the years, the program was expanded to include some pregnant women, older adults, blind people and people with disabilities.

States have to follow broad federal guidelines to receive federal funding. But they have significant flexibility in how they design and administer their programs, and they have different eligibility rules and offer varying benefits.

In 2010, President Barack Obama signed into law the Affordable Care Act, also known as Obamacare, which allowed states to expand their eligibility thresholds to cover adults with incomes up to 138% of the federal poverty line (about $21,000 for one person today), in exchange for greater federal matching funds. The District of Columbia covers parents and caretakers who earn up to 221% of the federal poverty line.

Only 10 states (Alabama, Florida, Georgia, Kansas, Mississippi, South Carolina, Tennessee, Texas, Wisconsin and Wyoming) have chosen not to expand coverage. In the non-expansion states, eligibility for caretakers and parents ranges from 15% of the federal poverty line in Texas to 105% in Tennessee. In Alabama, people can only get Medicaid if they earn at or below 18% of the federal poverty line — $4,678 a year for a three-person household.

3. Traditional Medicaid exists alongside a health insurance program for children called CHIP.

Low-income children have always been eligible for Medicaid. But in 1997, Congress created CHIP, or the Children’s Health Insurance Program. The law gave states an opportunity to draw down enhanced federal matching funds to extend Medicaid coverage to children within families who earn too much money to qualify for traditional Medicaid coverage, but make too little money to afford commercial health care.

Like Medicaid, CHIP is jointly funded by the federal government and states, but it’s not an entitlement program. CHIP is a block grant program, meaning states receive a fixed amount of federal money every year and aren’t obligated to cover everyone who meets the eligibility requirements. States get to decide, within broad federal guidelines, how their CHIP programs will work and what the income limits will be. Some states have chosen to keep their CHIP and Medicaid programs separate, while others have decided to combine them by using CHIP funds to expand Medicaid eligibility.

4. Medicaid and CHIP are significant portions of state budgets.

In 2024, the federal government spent less on Medicaid and CHIP than on Medicare, with Medicare spending accounting for 12%, or $847.5 billion, of the federal benefit budget, and Medicaid and CHIP accounting for 8%, or $584.5 billion.

But at the same time, Medicaid is the largest source of federal funds for states, accounting for about a third of state budgets, on average, and 57% of all federal funding the states received last year.

5. Federal funding varies by state.

Before the Affordable Care Act, federal Medicaid funding to states mostly depended on a formula known as the FMAP, or the federal medical assistance percentage, which is based on the average personal income of residents. States with lower average incomes get more financial assistance. For example, the federal government reimburses Mississippi, which is relatively poor, nearly $8 for every $10 it spends, for a net state cost of $2. But New York is only reimbursed $5. By law the FMAP can’t be less than 50%.

The ACA offered states the opportunity to expand eligibility and receive an even greater federal matching rate. In expansion states, the federal government covers 90% of costs for expansion adults. If Republicans in Congress reduce that percentage, states would have to use their own money to make up for lost federal dollars. They might have to scale back Medicaid coverage for some groups, eliminate optional benefits or reduce provider payment rates. Alternatively, they could raise taxes or make cuts in other large budget items, such as education.

Another possibility is that states that have adopted Medicaid expansion would reverse it. Nine states (Arizona, Arkansas, Illinois, Indiana, Montana, New Hampshire, North Carolina, Utah and Virginia) already have “trigger” laws in place that would automatically rescind expansion if the federal match rate dips below 90%. Other states are considering similar legislation.

One new analysis from KFF, a health research policy group, found that if Congress reduced the federal match for the expansion population to the percentages states get for the traditional Medicaid population— 50% for the wealthiest states and 77% for the poorest ones — it would cost states $626 billion over the next decade to keep everyone eligible under Medicaid expansion on the rolls.

6. Medicaid is the largest source of health coverage, especially for people with low incomes.

Medicaid is the single largest health payer in the nation, and is particularly important for people in poverty. Almost a fifth of people living in the United States are covered through Medicaid. But nearly half of all adults with incomes at or below the federal poverty line are insured through the program. Medicaid covers 4 out of every 10 children overall, but it covers 8 out of every 10 children below the federal poverty line. Medicaid also provides coverage for people experiencing homelessness or who are leaving incarceration.

7. Medicaid covers essential services, such as childbirth.

In exchange for receiving federal funds, states are obligated to cover essential health care services, including inpatient and outpatient hospital services, doctor visits, laboratory work and home health services, among other things. States get to decide which optional services, such as prescription drugs and physical therapy, they want to cover.

Medicaid is a significant payer of essential services. For example, the program covers 41% of all childbirths in the U.S. and covers health care services for the 40% of all adults ages 19-65 with HIV.

8. The majority of Medicaid spending goes to people with disabilities and to pay for long-term care.

ACA expansion adults — about 1 out of every 4 enrollees — accounted for 21% of total Medicaid expenditures in 2021. Children, who make up about 1 out of every 3 enrollees, only accounted for 14% of spending.

People who qualify for Medicaid because of a disability or because they are over the age of 65 make up about 1 out of every 4 enrollees. But they accounted for more than half of all Medicaid spending. That’s because these populations typically experience higher rates of chronic illness and require more complex medical care. Older people are also more likely to use nursing homes and other long-term care facilities, which can be expensive.

Cuts could also mean that older people relying on Medicaid for home-based care and long-term nursing home services could be significantly affected.

9. Some state Medicaid programs cover people who are living in the country illegally.

People who are in the country illegally are ineligible for traditional Medicaid or CHIP. But some states have carved out exceptions to extend coverage to them using state dollars.

As of January, 14 states and the District of Columbia provide Medicaid coverage to children regardless of their immigration status. And 23 states plus the District of Columbia use CHIP to cover pregnant enrollees regardless of their immigration status.

Also, seven states provide Medicaid to some adults who are here illegally. New York opted to cover those who meet the income requirements and are over the age of 65, regardless of immigration status And California provides coverage to any adults ages 19-65 who are under the income threshold, regardless of immigration status.

10. The majority of the public holds favorable views of Medicaid.

According to surveys from KFF, two-thirds of Americans say that someone close to them has received health coverage from Medicaid at some point in their lives. Half of the public also say they or someone in their family have been covered through Medicaid.

Generally, around 3 out of every 4 people — regardless of political party — say that Medicaid is very important, though Republicans are less likely than Democrats and independents to share that opinion. At the same time, a third or less of people want to see any decrease in spending on the Medicaid program. In fact, the majority of people living in states that have not expanded Medicaid under the ACA want their states to do so.

Stateline reporter Shalina Chatlani can be reached at schatlani@stateline.org.

©2025 States Newsroom. Visit at stateline.org. Distributed by Tribune Content Agency, LLC.

By CATHY BUSSEWITZ, Associated Press

NEW YORK (AP) — Her first panic attack came at a company-wide meeting, right before her scheduled presentation. Carolina Lasso had given many similar talks about her marketing team’s accomplishments. When her name was called this time, she couldn’t speak.

“I felt a knot in my throat,” Lasso said. “My head, it felt like it was inside a bubble. I couldn’t hear, I couldn’t see, and it felt like an eternity. It was just a few seconds, but it was so profound, and in a way earth-shattering to me.”

Lasso was struggling after a cross-country move followed by a divorce. Her boss suggested a mental health leave, a possibility she didn’t know existed. She worried whether taking time off would affect how her team viewed her or cost her a future promotion, but in the end she did.

“I’m thankful for that opportunity to take the time to heal,” Lasso, 43, said. “Many people feel guilty when they take a leave of absence when it’s mental health-related. … There is some extra weight that we carry on our shoulders, as if it had been our fault.”

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Despite a fear of repercussions, more adults are recognizing that stepping back from work to deal with emotional burdens or psychological conditions that get in the way of their lives is a necessary choice, one that a growing number of employers recognize.

ComPsych Corp., a provider of employee mental health programs and absence management services, encourages its business clients to make the well-being of workers a priority before individuals get to a breaking point while also having processes in place for those who require leaves of absence.

“Since the start of the COVID-19 pandemic, collectively we’ve just been in this constant state of turmoil,” Jennifer Birdsall, the senior clinical director at ComPysch, said. “We just have had this barrage of change and uncertainty.”

Depression, anxiety and adjustment disorder, which involves excessive reactions to stress, were the top three diagnoses of employees who took mental health leaves in the past two years among clients of Alight, a Chicago-based technology company which administers leaves and benefits for large employers.

Structuring a leave

A mental health leave can last weeks or months. In some cases, workers get approval to work a reduced schedule or to take short periods of time off when needed, using an approach called “intermittent leave.”

At most U.S. organizations with 50 or more employees, people can request leaves through the Family and Medical Leave Act. The federal law entitles workers with serious health conditions to paid or unpaid leaves of up to 12 weeks, depending on state and local laws.

Some employers require people to use sick days or accumulated vacation days to continue receiving a paycheck while out. For longer leaves, workers can access short-term disability plans, if their employer offers one.

Lasso’s leave lasted six months, and included therapy and travel to India for additional treatment. She returned to her job but decided after a year to leave for good. She later launched a business to train people on fostering a more humane work culture.

A mental health leave is “not only OK, but it can really unlock new possibilities once we have the time to do the work — therapy, medication, whatever it is — and have enough distance from work to be able to reconnect with ourselves,” Lasso said.

Talking openly about struggles

A social stigma around mental health challenges causes many people to avoid seeking treatment or requesting a leave of absence. Newton Cheng, director of health and performance at Google, hopes to change that by sharing his own struggles.

His first self-disclosure happened during the pandemic, when a senior manager invited employees at a meeting to share how they were doing. When it was his turn, Cheng started crying.

He explained he was struggling to live up to his expectations of himself as a father and didn’t know how to turn things around.

“It was just totally horrifying to me because, one, I had just cried in front of my coworkers and I was definitely taught as a professional — and as a man — you do not do that,” Cheng recalled. “And then two, I had never really articulated and said out loud those words. I hadn’t even allowed myself to think that. But now they’re out there and I had to face them.”

Colleagues responded by relaying their own struggles, but Cheng’s difficulties continued. By February 2021, he couldn’t get out of bed because he felt paralyzed by dread, he said. A therapist said he was showing symptoms of major depression and anxiety.

“I just realized, ‘I’m struggling a lot and this goes pretty deep. I don’t think I can keep just putting duct tape on this. I probably need to take some leave,’” Cheng recalled.

Hoping his decision would benefit others, he announced to 200 people at a conference that he planned to take mental health leave. Instead of derailing the gathering as he feared, his honesty inspired fellow conference attendees to open up.

“It was like a fireworks show,” Cheng said. “They’re like, ‘Wow, I can’t believe he did that.’ Then they forgot about me. But the tone was set. It was like ’Oh, this is what we’re doing. Let me talk about what’s going on with me, too.’”

Take the time you need

While balancing classes and a full-time job during her last year of college, Rosalie Mae began struggling to get out of bed and crying uncontrollably. Yet she felt like she had “to keep it together” to avoid burdening her colleagues at the University of Utah bookstore, where Mae worked as an accounting clerk.

Then she found herself calling a suicide hotline. “Once it reached that point, I knew, especially at the urging of my husband, we need to do something more,” Mae, 24, said.

In her case, that meant taking a five-week work leave to put her own health and well-being first. She recommends the same for others who find themselves in a similar position.

“Taking a mental health leave is not necessarily a cure-all, but it is important to give yourself a break and allow yourself to regroup, make a plan of how to proceed and take the steps to work towards feeling better,” Mae said.

Telling managers and colleagues

Before broaching the subject of a mental health leave with a manager, consider the workplace culture and the strength of your professional relationships, Cheng said. He recalls saying, “For my health and well-being, and the sake of my family and what’s best for the business, the least risky thing for me to do is to go on leave soon.”

Individuals who suspect an unsympathetic reception can simply say, “I need to go on medical leave. I need time to recover,” he advised.

There’s also no legal or ethical requirement to tell everyone you work with the nature of your leave.

“Your coworkers don’t need to know why,” said Seth Turner, co-founder of AbsenceSoft, a leave and accommodation management solutions provider. “They just need to know, ‘I’m going to be here at this time, and I’m going to be gone at this time, and I’ll be back.’”

Have you overcome an obstacle or made a profound change in your work? Send your questions and story ideas to cbussewitz@ap.org. 

By Kacie Goff, Bankrate.com

Per the 2024 National Association of Realtors (NAR) Member Profilec, a typical agent had 10 transactions in the last year. With roughly one deal closing per month, the agent you hire should theoretically have bandwidth to provide you with the best possible service.

If that doesn’t ring true for your current experience, however, it could be time for a change. You might be wondering when to fire your Realtor. Or, more pressingly, how to fire your real estate agent.

Let’s take a look at when to make that call — and how to navigate a firing legally.

How to know when to fire your Realtor

We’re all only human, so it’s OK if an agent makes a mistake or two. But you may want to consider finding a new real estate rep if you spot several of these red flags:

They don’t communicate well. Your agent should be reachable and communicative with you. If they take a long time to get back to you, it can impact your ability to see listings and put in offers before the competition. And if you feel like they’re not being straightforward with you, or possibly even lying, that’s a deal-breaker. Speaking in jargon is another issue — politely ask them to explain anything you don’t understand.
They’re not marketing your home well. Today, real estate pros have a wide range of options they can use to get the word out about your listing. If your home isn’t turning up on leading listing sites or is otherwise poorly positioned, you might want to figure out how to fire your real estate agent.
There’s a personality clash. Your agent is navigating one of the biggest decisions of your life with you. You want to feel comfortable working with them. If your personalities don’t mesh well, you might be better served by finding someone else. Trust your instincts. If it doesn’t feel right, it probably isn’t.
They’re overly pushy or aggressive. An agent’s job is to advocate for you — not against you. Someone who is argumentative or tries to pressure you into things you feel uncomfortable with is not a good fit.
They act unprofessional. Everyone has a different work style, but there are a few behaviors that just won’t fly. If they consistently show up late to appointments (or not at all), come unprepared, lack knowledge about the property or seem distracted during your interactions, be wary. This shows a lack of respect for you as a client.
They’re unfamiliar with the market. A good agent stays informed about their local market. If they don’t know about current market trends in your area, how can they help you find the best place or make the best deal possible? Make sure to arrange regular and continual updates from your agent on market conditions, recent sales, new listings, available inventory and price trends.
They demonstrate a lack of skills. Whether it’s helping you stage your for-sale home or negotiating on price, you want an agent who knows what they’re doing. No one likes to feel like they left money on the closing table, whether you’re the buyer or the seller.

How to fire your real estate agent

Don’t leap to a firing right away. If you’re unhappy with your agent, you may still be able to mend the relationship: Try communicating with them openly in a non-confrontational way about the issues you have. If the issues persist, it’s probably time to let them go. You’ll need to do so legally, ensuring you’re in compliance with any agreements or contracts you signed. The last thing you want is an expensive court battle.

Once you know when to fire your Realtor or real estate agent, you can take certain steps. Those vary slightly between buyers and sellers, so we outline them separately below.

If you follow these steps, be polite and respectful. Your dissatisfaction with the agent will reflect badly on them and probably hurt their career, so be mindful not to make the impact of your feedback worse.

If you’re a buyer

If you had someone helping you buy a home, figuring out how to fire your real estate agent means:

Checking if you’ve signed anything: If nothing’s in writing and your dealings with the agent have remained informal, then you’re in the clear to walk away.
Reviewing what you’ve signed: If you’ve signed a buyer’s agent agreement, you’re bound by the criteria in that agreement.
Pursuing termination rights: Agreements do typically spell out termination rights, though, so review those carefully. If the agent hasn’t held up their end of the bargain (e.g., has missed appointments or made mistakes on documentation), you may be within your legal rights to terminate the relationship before the agreement ends. If you have a real estate attorney, you may want to have them write the termination letter to avoid any complications or liability.
Trying to make things work: If you have a written agreement with the agent that you can’t get out of, go directly to the agent. Tell them what you need to see change. Writing a list of the issues at hand might help them understand the situation and where they need to make adjustments. Then, give the agent some time to see if they improve. Be constructive and show them you’re interested in creating a positive relationship that works for both of you.
Escalating the issue as needed: If you’re somewhat stuck and can’t get anywhere with the agent on your own, now’s a good time to escalate the issue to the agent’s brokerage, or the company for which they work. The broker there functions somewhat like the agent’s boss, and may be able to help you and the agent find a better path forward.
Seeing if they’ll agree to termination: Sometimes, the agent or their broker will allow you to terminate your agreement early when things aren’t going well. You can request that and hope they agree.
Waiting out the timeline: Buyer’s agreements usually tie you to your agent until the time period specified in the agreement runs out. That probably means sticking with that agent for several months if you haven’t found resolution with them or their broker.

If you’re a seller

For folks who’ve been working with an agent to sell, the process is similar but comes with some differences. Go through these steps if you’re a seller trying to figure out how to fire your real estate agent.

Checking if you’ve signed anything: If you’ve just been informally chatting, you’re under no obligation. But if your home is already on the market, you’ve likely signed with a listing agent. A listing agent, also called a seller’s agent, usually invests more time and effort in your property upfront, such as pulling comps, marketing the home and holding open houses. This investment makes it trickier to break up with them.
Figuring out what you’ve signed: The most common agreement a seller would have with a listing agent is an exclusive right to sell, meaning the agent is solely responsible for bringing in prospective buyers and selling your property. It also usually means you’re responsible for paying their commission.
Seeing if you can get out of it: Your agreement with the agent might lay out requirements for them, and termination rights for you if they don’t live up to those. Make sure they are unambiguous. You may be able to dissolve the agreement if any of those termination rights apply to your situation.
Raising your complaints with the agent: If no termination rights apply, write down what’s going wrong for you. Craft a letter or list you can share with the agent to help them understand what you need from them. Sharing this with them in a face-to-face, non-confrontational discussion is probably best. Don’t be accusatory or attempt to place blame.
Going to their broker: Real estate agents legally have to work under the supervision of a broker. This person essentially acts as their boss, so getting them involved can help redirect the agent. They don’t want to lose the listing or suffer the reputational damage, so they should go out of their way to solve the problems and accommodate you.
Asking for termination: With your list of issues in hand, you can ask the agent and/or their broker if they’re willing to terminate your agreement with them early. If the situation is difficult, they might agree. If they agree, get a written release and a waiver of liability. Also, get a list of all the people they have shown your home to. If any of those people subsequently buy your house, you’ll have to pay a commission.
Waiting out the agreement: If nothing else works, you’ll need some patience. Your exclusive right to sell agreement should have an expiration date. After that point, you’re free to work with another agent.

Tips for hiring the right agent

You’ve been burned — it’s OK, it happens. But now you want to make sure it doesn’t happen again, and find someone who you really click with.

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When you’re looking for a new real estate agent, make sure you do your research. Ask friends and family for recommendations. Search online and read reviews. Once you narrow it down to a few candidates, schedule time to interview them, and don’t be afraid to ask questions. Find out about their experience and market knowledge. And trust your gut — working with someone you genuinely like is always best.

Bottom line

Know the signs of a bad real estate agent. You don’t have to settle for someone you don’t like and don’t work well with, or someone who isn’t doing a good job for you. Walk away or figure out how to terminate or wait out the contract. Then, take your time to find a new agent who will meet your needs and work to get you what you want.

FAQs

How do you write a termination letter to a real estate agent?

The letter should have a header that provides your contact information so the brokerage can know which agreement you want to terminate. In the letter, explain why you’re terminating the agreement. Refer specifically to the factual elements that are the basis for termination. Don’t elaborate or exaggerate. Make sure to also mention the specific termination clause from the agreement that you’re calling on.

How do you deal with an unprofessional Realtor?

First, be clear and direct with them. If they’re late for an appointment, for example, tell them that it made you feel disrespected as a client. If they don’t respond to your feedback, escalate the issue to their broker. It is always good to keep a written record of issues and conversations with the agent.

What is unethical Realtor behavior?

If someone is a Realtor, it means they’ve agreed to abide by the NAR’s Code of Ethics. Anything outside of that code, then, is considered unethical. Some common issues here include misrepresenting or concealing facts, discriminating, an unwillingness to work with other agents when it best serves the client and not being transparent about any kickbacks they receive.

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