ADA accommodation intake that flags employer refusal up front
Ask whether the client requested an accommodation, how the employer responded, and whether a negative job action followed — then collect written requests, denial letters, or termination notices before the case reaches your CRM.
The exact intake your ada accommodations leads complete
This is the real 7-question guided intake for ADA Accommodations — the same flow your customers finish before you ever pick up the phone.
What a qualified ada accommodations lead should tell you
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.
- 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
The questions your team needs answered
Every ada accommodations intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Is your issue related to a job in the United States (current or recent)? | ADA claims only apply to U.S. employment, so this answer filters out matters outside the statute's reach before anything else is asked. |
| Do you have a physical or mental health condition that makes it harder to do your job or access the workplace? | Confirms the client has an underlying condition affecting work, which is the threshold fact every accommodation claim depends on. |
| Did you tell your employer about the condition or ask for a change at work because of it (like a schedule change, equipment, time off, or a different way to do tasks)? | Establishes whether the employer was actually put on notice of the condition or request, which most accommodation claims require. |
| After you asked or your employer learned about it, did your employer refuse, ignore, delay a lot, or not discuss possible options with you? | Captures whether the employer failed to engage in the interactive process, the central dispute in most accommodation cases. |
| Did you face a negative job action after that (such as being fired, demoted, having hours cut, being disciplined, or being forced to take unpaid leave)? | A subsequent firing, demotion, or discipline turns a stalled request into a claim with real damages, sharply raising the lead's value. |
| Did this happen within the last 2 years? | Recent events are more likely to fall within relevant filing deadlines, so this flags time-sensitive matters early. |
| Did you work for an employer with 15 or more employees (or are you not sure)? | Employer headcount affects ADA coverage, so this answer helps the attorney gauge whether the statute even applies before the consultation. |
How Cliont scores ada accommodations leads
Every answer is weighted automatically — no manual review required.
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
See the lead your team receives
ADA Accommodation 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 ada accommodations workflows
| Cliont capability | ADA Accommodations application |
|---|---|
| Weighted scoring | An employer that refused, ignored, or delayed discussing options, combined with a firing or demotion afterward, drives the score toward High Priority automatically. |
| Conditional branching | If the client never asked for an accommodation, the intake still asks about adverse action but doesn't imply the employer failed to engage, keeping the fact pattern accurate. |
| Document upload | Clients attach the written accommodation request and the employer's denial or non-response directly to the intake, before any consultation is scheduled. |
| CRM routing | Qualified accommodation leads arrive in your CRM with the employer's response, adverse action, and headcount answers already attached to the record. |
| Lead banding | Leads describing a request, a refusal, and a negative job action within two years land in High Priority; requests still pending with no adverse action land in Qualified. |
Common ada accommodations lead scenarios
Denied accommodation, then fired
Client asked for a schedule change or equipment, the employer refused to engage, and they were terminated soon after — this combination of yes answers pushes the lead to the top of the queue.
Still employed, request stalled
Client requested a change weeks ago and the employer keeps delaying without a decision; no adverse action yet, but the refusal-to-discuss answer still marks it as worth a look.
Condition never formally raised
Client has a qualifying condition but never told the employer or asked for a change — the intake flags this gap since it changes what the employer can be held responsible for.
Small employer, coverage in question
Client's employer has fewer than 15 workers or the client isn't sure of the count, which affects ADA coverage and lowers the automatic score without disqualifying the lead outright.
Incident outside the two-year window
The events described happened more than two years ago, which the intake surfaces immediately so the attorney can address timing before scheduling a consultation.
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 employment and labor law intake templates
ADA Accommodations lead-intake FAQs
How does this intake tell an ADA accommodation claim apart from a Failure to Accommodate or Disability Discrimination matter?
The catalog asks specifically whether the client requested a change at work and how the employer responded to that request, which is the core fact pattern for an accommodation claim; leads without a request or denial can be better suited to the Failure to Accommodate or Disability Discrimination pages instead.
What happens if the client never actually asked their employer for a change?
The intake asks that directly, and a 'no' answer carries a much lower weight than a 'yes' — the lead still comes through, but scored lower, since most accommodation claims require the employer to have known about the request.
Does the intake account for whether the employer is even covered by the ADA?
Yes — one question asks whether the employer has 15 or more employees, since that headcount affects ADA coverage, and an uncertain or low answer is weighted accordingly rather than treated as a disqualifier.
How does the two-year timeframe question affect the lead score?
Events reported within the last two years score higher because they're more likely to fall within relevant filing windows; older events still come through but with a reduced score so the timing gets flagged before any consultation is booked.
What should clients upload before the consultation?
The intake collects the written accommodation request, the employer's response or denial, and any termination, discipline, or demotion notice, so the attorney has the paper trail before the first call.
Can this same intake route leads that already filed an EEOC or state agency charge?
This catalog is scoped to the accommodation request and employer response itself; if the client has already filed a charge, that fact pattern is better captured on the EEOC and State Agency Charges page and routed accordingly.
Turn ada accommodations visitors into qualified cases
Give every ada accommodations visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.