LGBTQ+ rights intake that captures who, where, and when up front
The intake walks prospective clients through who discriminated against them, when it happened, and what harm they suffered, then collects documentation like termination letters, denial notices, or incident records before sending qualified matters to your CRM.
The exact intake your lgbtq+ rights leads complete
This is the real 7-question guided intake for LGBTQ+ Rights — the same flow your customers finish before you ever pick up the phone.
What a qualified lgbtq+ rights lead should tell you
Claims where a prospective client was treated worse because they are LGBTQ+ (or perceived as such) by an employer, landlord, school, public business, healthcare provider, or government office, resulting in real harm such as lost pay, lost housing, denial of care, or retaliation.
- Discrimination Or Rights Violation
- Treated Worse Because Lgbtq+
- This Involve Employer, Landlord,
- This Happen Within Last
- Identify Who Did It
- Suffer Real Harm Because
- Complain, Report It, Or
The questions your team needs answered
Every lgbtq+ rights intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Did the discrimination or rights violation happen in the United States or involve a U.S. government agency, public school, or police? | This confirms US jurisdiction or government involvement, which determines whether federal civil rights protections can even apply to the matter. |
| Were you treated worse because you are LGBTQ+ (or were perceived as LGBTQ+), such as being denied a job, housing, services, education, healthcare, or safety? | This establishes the core discriminatory motive the firm needs to see before treating the matter as an LGBTQ+ rights claim rather than a general dispute. |
| Did this involve an employer, landlord, school, business open to the public, healthcare provider, or a government office? | Identifying whether an employer, school, landlord, business, healthcare provider, or government office was involved determines which body of law and which covered-entity rules apply. |
| Did this happen within the last 2 years (or is it still ongoing)? | Recency directly affects statute of limitations exposure, so this answer flags matters that may need immediate attention versus ones that need a deadline check first. |
| Can you identify who did it (a person, company, school, agency, or police department) and where it happened? | Being able to name the responsible party and location is often necessary to file a claim, so this answer signals how actionable the matter currently is. |
| Did you suffer real harm because of it (lost pay or benefits, lost housing, suspension/expulsion, denial of care, physical harm, or serious emotional distress)? | Concrete harm like lost pay, lost housing, or denial of care is usually required to support damages, so this answer is a strong indicator of case viability. |
| Did you complain, report it, or ask for help, and then face retaliation (firing, discipline, threats, worse treatment, or being pushed out)? | A retaliation claim on top of the original discrimination often strengthens the matter, so this answer can meaningfully raise the lead's priority. |
How Cliont scores lgbtq+ rights leads
Every answer is weighted automatically — no manual review required.
Value signals
- Discrimination Or Rights Violation: yes
- Treated Worse Because Lgbtq+: yes
- This Involve Employer, Landlord,: yes
- This Happen Within Last: yes
- Identify Who Did It: yes
- Suffer Real Harm Because: yes
See the lead your team receives
LGBTQ+ Workplace Discrimination Lead
From first click to qualified lead
Follow people and businesses seeking counsel through one smooth, guided flow.
They land & meet you
Your video greeting plays instantly — a real face instead of a blank form.
They explain the matter
Smart questions adapt to their matter and capture the full scope.
They share the documents
The facts, dates, and any paperwork come attached, so you can assess the matter before the consultation.
You get a ready lead
Scored and qualified — waiting for you to win it.
Built for lgbtq+ rights workflows
| Cliont capability | LGBTQ+ Rights application |
|---|---|
| Branching intake logic | Routes the conversation based on which covered entity was involved — employer, school, healthcare provider, landlord, or government office — so each lead arrives with context specific to that setting. |
| Automatic lead scoring | Weights harm suffered and retaliation together, so a terminated employee who reported retaliation scores higher than a complaint with no concrete harm identified. |
| Document upload capture | Collects termination letters, denial notices, or written complaints tied directly to the harm the prospective client described, giving the attorney evidence before the first call. |
| Timeline flagging | Flags matters that happened more than two years ago so attorneys can check state and federal deadlines before scheduling a consultation on a matter that may already be time-barred. |
| CRM routing | Sends only leads that confirm US jurisdiction and a covered entity into the CRM, keeping matters outside civil rights coverage out of the intake pipeline. |
Common lgbtq+ rights lead scenarios
Fired after coming out
An employee identifies the employer and manager involved, reports lost wages, and describes retaliation after filing an internal complaint — a combination that scores as high priority.
Turned away by a business
A prospective client says a business open to the public denied them service because staff perceived them as LGBTQ+, but they cannot yet name the specific employee involved, which still scores well but flags a gap to confirm.
Healthcare provider denied treatment
A patient reports a healthcare provider refused or delayed care based on gender identity, with clear harm (denial of care) and a recent, identifiable incident.
Student disciplined at school
A parent describes a school suspending or expelling a student after harassment related to sexual orientation, involving a covered entity and concrete harm rather than a vague complaint.
Incident from several years ago
The discrimination happened more than two years before intake, which lowers the score relative to recent or ongoing incidents but still routes the lead so the firm can check applicable deadlines.
Connect Cliont to your workflow
Send leads
HubSpot, HighLevel, Salesforce, JobNimbus
Book matters
Google Calendar, Outlook Calendar, Calendly
Notify your team
Email, SMS, Slack
Automate follow-up
Zapier, Webhooks, API
Simple, transparent pricing
Choose the plan that works for your business.
Professional
Unlimited intake forms and leads for your growing business.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Advanced analytics dashboard
Pay Per Lead
Only pay when you receive a qualified lead.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Charged only for submitted leads
More civil rights and constitutional law intake templates
View all civil rights and constitutional law intake templates →
LGBTQ+ Rights lead-intake FAQs
What happens if the prospective client can't name who discriminated against them?
The intake still captures the claim, but being unable to identify the person, company, school, agency, or police department involved carries a lower weight, so those leads route in with a reduced score rather than being blocked outright.
Does the intake check whether this is even a US civil rights matter?
Yes — the first question confirms whether the incident happened in the United States or involved a US government agency, public school, or police, which is weighted heavily since it determines whether federal civil rights law can apply at all.
How does the intake handle incidents that happened a while ago?
The intake asks whether the incident occurred within the last two years or is ongoing; older incidents still get captured but score lower, prompting the attorney to check the relevant statute of limitations before offering a consultation.
Can the intake tell employment discrimination apart from a public accommodation or healthcare denial?
Yes — it asks whether the matter involved an employer, landlord, school, public-facing business, healthcare provider, or government office, so leads arrive already sorted by the type of covered entity involved.
Does the intake capture retaliation separately from the original discrimination?
Yes — there's a dedicated question on whether the prospective client complained or asked for help and then faced retaliation such as firing, discipline, or threats, since retaliation claims often strengthen a matter independently.
What kind of documentation does the intake ask for?
It prompts for records tied to the harm described, such as termination or denial letters and written complaints, so the file arrives with supporting evidence rather than just a narrative.
Turn lgbtq+ rights visitors into qualified cases
Give every lgbtq+ rights visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.