Qualify more employment and labor law leads before the first call
A basic contact form gives you a name, an email, and silence. Cliont greets every visitor with your video, walks them through their matter, collects documents, and hands you a scored, qualified lead.
A custom intake for every employment and labor law matter
Each one is a ready-to-embed smart survey tuned to the matter — open any to try the exact experience your leads would complete.
ADA Accommodations
A claim arising when an employee with a physical or mental condition asked their employer for a workplace change and the employer denied, ignored, or delayed the request — sometimes followed by a firing, demotion, or other adverse action.
Preview intake →
Age Discrimination
A potential ADEA claim where an employee or applicant age 40 or older believes age was a factor in an adverse job action, such as termination, demotion, non-hire, or being passed over for promotion.
Preview intake →
Background Checks FCRA
Claims arising when an employer or staffing agency uses a third-party background check to make a hiring, promotion, or firing decision without following the Fair Credit Reporting Act's notice and dispute procedures, or when the report itself contained inaccurate information.
Preview intake →
Collective Bargaining
Legal representation involving negotiation, enforcement, or interpretation of a union contract between an employer and a group of employees, covering pay, benefits, schedules, or working conditions.
Preview intake →
Disability Discrimination
Claims that an employer treated a job applicant or employee worse — through firing, demotion, denied promotion, pay cuts, or discipline — because of an actual, perceived, or past physical or mental health condition, evaluated for coverage, timing, and adverse-action link.
Preview intake →
EEOC and State Agency Charges
A charge filed with the EEOC or a state fair-employment agency alleging workplace discrimination, harassment, or retaliation tied to a protected characteristic — qualification turns on employer coverage, the protected reason, the adverse action, and whether the 300-day filing window is still open.
Preview intake →
Employee Handbooks and Policies
Drafting or updating an employer's internal workplace handbook and policies — covering areas like pay, leave, discipline, harassment, and termination — tailored to the business's size, industry, and the state(s) where it employs people.
Preview intake →
Employment Contracts
Disputes or questions about job-related agreements — offer letters, employment contracts, commission or bonus plans, non-competes, non-solicits, confidentiality agreements, or severance agreements — where the intake needs to confirm the agreement exists, U.S. law applies, and there is an actual current problem tied to it.
Preview intake →
Equal Pay Act
A claim that an employee was paid less than a coworker of a different sex for the same or substantially similar work at the same employer, evaluated based on the comparator's role, the timing of the pay gap, and available pay records.
Preview intake →
ERISA and Benefits Claims
A dispute over an employer- or union-sponsored benefit plan — health insurance, disability, life insurance, pension/401(k), or severance — where a claim has been denied, reduced, stopped, or subject to repayment demand, and the intake needs to confirm the plan type, denial paperwork, and remaining appeal window.
Preview intake →
Executive Employment Agreements
Review, negotiation, enforcement, or exit of employment terms for C-suite and senior executive roles — offers, contracts, or separation agreements — often carrying non-compete, confidentiality, or equity provisions that need resolution under a deadline.
Preview intake →
Failure to Accommodate
A failure-to-accommodate claim arises when a worker with a disability, medical condition, pregnancy-related condition, or sincerely held religious belief asked for (or the employer otherwise learned of the need for) a workplace adjustment, and the employer refused, ignored, delayed, or skipped the interactive process — often resulting in discipline, demotion, reduced hours, or termination.
Preview intake →
FMLA Leave
A claim involving an employee's right to unpaid, job-protected leave under the federal Family and Medical Leave Act for a serious health condition, family caregiving, pregnancy/birth, or military-related reasons.
Preview intake →
Grievances and Arbitration
Disputes arising under a union contract, employment agreement, or workplace policy that requires a formal grievance procedure or arbitration rather than a court filing, including filing, defending, preparing for, or enforcing an arbitration outcome.
Preview intake →
Hostile Work Environment
A workplace claim involving unwelcome conduct tied to a protected trait — such as harassment, slurs, or intimidation — that is severe or repeated enough to alter the conditions of employment, distinct from a single rude incident or a general management dispute.
Preview intake →
Independent Contractor Misclassification
Determining whether a worker paid as an independent contractor (1099) was actually functioning as an employee under the company's direction, based on who controlled the work, whether the role was core to the business, and what pay or benefits were lost as a result.
Preview intake →
NLRB and Union Matters
NLRB and Union Matters covers disputes under the National Labor Relations Act, including union organizing, concerted activity for mutual aid, and retaliation by an employer or union tied to that activity — the intake needs to confirm employee status, the nature of the protected activity, and how recently it occurred.
Preview intake →
Noncompete and Non-Solicitation Agreements
Matters where a prospective client is bound by, or facing enforcement of, a noncompete or non-solicitation restriction tied to a U.S. job — including reviewing a new agreement, challenging an existing one, or responding to an employer's demand or lawsuit.
Preview intake →
OSHA Compliance and Defense
Legal representation for employers facing OSHA inspections, citations, or safety-related investigations, covering compliance guidance, citation defense, and negotiation with OSHA rather than personal-injury claims.
Preview intake →
Overtime and Minimum Wage
Claims involving unpaid overtime, minimum wage shortfalls, or off-the-clock work under federal and state wage law, where eligibility turns on employment status, hours worked, and how the worker was paid.
Preview intake →
Pregnancy Discrimination
A pregnancy discrimination claim involves an employee alleging she was fired, demoted, disciplined, denied hire, or denied a reasonable accommodation because of pregnancy, childbirth, or a related medical condition.
Preview intake →
Reductions in Force
Intake and screening for individuals laid off as part of a reduction in force who want to know whether the selection, timing, or severance terms may have violated employment law.
Preview intake →
Retaliation and Whistleblower
A claim that a client engaged in a legally protected activity, such as reporting illegal, unsafe, fraudulent, or discriminatory conduct, and then suffered a firing, demotion, pay cut, or other adverse action because of it.
Preview intake →
Severance Agreements and Releases
A severance agreement is the release an employer offers an employee at termination in exchange for pay or benefits; qualifying these leads means confirming whether an offer exists, whether it's already been signed, and whether a signing deadline or disputed clause is in play.
Preview intake →
Sexual Harassment
A claim involving unwanted sexual comments, touching, or pressure in a work-related setting, where the intake needs to establish who was involved, whether it was reported, and whether retaliation followed.
Preview intake →
Trade Secret and Noncompete Litigation
Disputes over noncompete, nonsolicitation, or confidentiality agreements, and claims of trade secret misappropriation, whether the client needs to defend against enforcement or pursue someone who breached the agreement.
Preview intake →
Wage and Hour FLSA
Claims involving unpaid or miscalculated wages under the Fair Labor Standards Act, covering unpaid overtime, minimum wage shortfalls, off-the-clock work, and exempt-status misclassification, evaluated against the underlying employment relationship and the time that has passed since the unpaid work occurred.
Preview intake →
Workplace Discrimination
A claim that an employee or job applicant was treated worse than others because of a protected trait, such as race, sex, disability, religion, national origin, age (40+), or genetic information, and that this bias led to a concrete negative job action.
Preview intake →
Workplace Investigations
An internal or attorney-led review of workplace misconduct allegations—harassment, discrimination, retaliation, safety, or policy violations—where intake needs to establish who was involved, when it happened, and whether the person reporting has already faced a job consequence.
Preview intake →
Workplace Training and Compliance
Legal help building, updating, or auditing an employer's workplace training and compliance program — covering harassment prevention, safety, wage/hour rules, and required notices — usually triggered by a new hiring stage, a multi-state workforce, or a recent complaint or audit.
Preview intake →
Workplace Violence Prevention
Legal matters arising when a prospective client experienced workplace violence, threats, harassment, or intimidation on the job, then reported it and faced an employer's failure to protect them or retaliation for speaking up.
Preview intake →
Wrongful Termination
A claim that a firing or forced resignation violated anti-discrimination, anti-retaliation, or protected-leave law rather than being a lawful at-will separation, evaluated by timing, protected-class ties, and available evidence.
Preview intake →Information you need before every employment and labor law matter
- Issue Related Job In
- Have Physical Or Mental
- Tell Employer About Condition
- After Asked Or Employer
- Face Negative Job Action
- This Happen Within Last
- Work Employer With 15
- This Happen At Job
- (Or Were At Time)
- Believe Age Was Reason
How employment and labor law lead scoring works
Value signals
- Issue Related Job In: yes
- Have Physical Or Mental: yes
- Tell Employer About Condition: yes
- After Asked Or Employer: yes
- Face Negative Job Action: yes
- This Happen Within Last: yes
Urgency signals
- There Current Problem Or
- Employer Refuse Accommodation, Ignore
- Behavior Severe (Even Once
- Report Or Refuse Something
- Fired Soon After Reporting
Lower-fit signals
- Represented By Lawyer This: no
- Claim Mainly About Government: no
- Already Signed Severance Or: no
Your visitor has a real matter. A contact form can’t hear it.
People and businesses seeking counsel arrive ready to explain the matter. Give them a conversation instead of a dead form — and get exactly what you need to win it.
Three empty fields and silence
- No matter details or scope
- No documents or context
- No way to tell a real lead from a tire-kicker
- You chase; most never reply
A guided conversation that converts
- Full matter scope in their own words
- Reports, contracts, and filings attached automatically
- Every lead scored by value
- High-intent leads flagged for you
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.
From template to routed lead
Cliont handles website intake and qualification; your existing business system remains the source of record after handoff.
Choose the right intake
Start with the industry, service, and matter template that matches the work you want to qualify.
Configure the experience
Add your video greeting, keep the questions you need, and choose which answers affect fit, urgency, and value.
Connect it to your site
Embed the guided intake on the relevant service page and test the complete phone, tablet, and desktop experience.
Route the qualified lead
Send the score, answers, and uploads into your chosen notification, CRM, or calendar workflow for staff follow-up.
Employment and Labor Law lead-intake FAQs
What does a employment and labor law intake collect?
Each employment and labor law template asks job-specific questions drawn from the selected service, then captures contact details and relevant documents. The resulting submission gives the team more context than a name-and-email contact form.
How are employment and labor law leads scored?
Cliont weights answers that indicate scope, urgency, fit, and potential value. It sends the score with the visitor's answers so the team can prioritize stronger employment and labor law opportunities without manually reviewing every raw submission first.
Can visitors try a employment and labor law intake on a phone?
Yes. The guided intake is designed for mobile, tablet, and desktop browsers. Visitors can answer questions and attach the requested files from the device they already have with them.
Where can qualified employment and labor law leads be sent?
Cliont can route qualified leads to email, SMS, Slack, common CRM and calendar tools, Zapier, webhooks, or an API workflow. Cliont handles lead intake and qualification; the connected practice or business system remains the source of record after handoff.
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
Browse every legal intake template
While they’re still using contact forms, you’re booking cases
Give every website visitor a guided, bilingual, qualifying intake — and turn your employment and labor law traffic into signed work.