Age discrimination intake that captures age, employer size, and timing
The intake asks whether the claimant is 40 or older, whether a younger worker replaced or was favored over them, and whether the employer has 20 or more staff, then requests termination notices or performance reviews before the file reaches your desk.
The exact intake your age discrimination leads complete
This is the real 8-question guided intake for Age Discrimination — the same flow your customers finish before you ever pick up the phone.
What a qualified age discrimination lead should tell you
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.
- This Happen At Job
- (Or Were At Time)
- Believe Age Was Reason
- Hear Age-Related Comments At
- Employer Have 20 Or
- This Happen Within Last
- Suffer Harm From This,
- Represented By Lawyer This
The questions your team needs answered
Every age discrimination intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Did this happen at a job in the United States (or with a U.S.-based employer)? | U.S.-based employment is a jurisdictional prerequisite for an ADEA claim, so a no answer sharply lowers fit. |
| Are you (or were you at the time) age 40 or older? | Being 40 or older establishes membership in the protected class the ADEA covers. |
| Do you believe your age was a reason you were treated worse — for example, fired, laid off, not hired, demoted, denied a promotion, pushed out, or given worse assignments? | This confirms the claimant is actually alleging a causal link between age and the adverse treatment, not just an unrelated grievance. |
| Did you hear age-related comments at work, or were you replaced by (or passed over for) a noticeably younger worker? | Age-related comments or a younger replacement provide the comparator evidence that often makes or breaks a circumstantial age discrimination case. |
| Did your employer have 20 or more employees (or are you not sure)? | The 20-employee threshold determines whether the employer is even covered by the federal ADEA. |
| Did this happen within the last 2 years? | Recency matters because EEOC charge-filing deadlines and limitations periods can bar older claims. |
| Did you suffer harm from this, such as lost pay/benefits, job loss, missed opportunities, or significant stress or medical impact? | Documented harm like lost pay or job loss establishes damages worth pursuing rather than a grievance with no measurable loss. |
| Are you currently represented by a lawyer for this age discrimination matter? | Existing representation on the same matter signals a lower-fit lead since the firm would need to coordinate or decline rather than take on a fresh client. |
How Cliont scores age discrimination leads
Every answer is weighted automatically — no manual review required.
Value signals
- This Happen At Job: yes
- (Or Were At Time): yes
- Believe Age Was Reason: yes
- Hear Age-Related Comments At: yes
- Employer Have 20 Or: yes
- This Happen Within Last: yes
Lower-fit signals
- Represented By Lawyer This: no
See the lead your team receives
Age 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 age discrimination workflows
| Cliont capability | Age Discrimination application |
|---|---|
| Weighted lead scoring | Scores weigh age-40 status, comparator evidence (younger replacement or comments), employer size, and timing so files with the core ADEA elements surface first. |
| Lower-fit flagging | Automatically flags callers who are already represented for this age discrimination matter, so your team isn't offering a free consultation on a case someone else has. |
| Required document capture | Collects termination notices, performance reviews, or comparator evidence upfront, so a paralegal isn't chasing paperwork after the first call. |
| CRM routing | Sends only matters that clear the age, employer-size, and treatment questions into your CRM, instead of every inbound age discrimination inquiry. |
Common age discrimination lead scenarios
Older worker replaced by younger hire
Claimant is 40+, was replaced by or passed over for a noticeably younger worker, the employer has 20+ staff, and it happened within the last two years — the intake surfaces this as a high-value ADEA fact pattern.
Small employer under 20 employees
The underlying facts look strong but the employer answer suggests fewer than 20 employees, which falls below the federal ADEA threshold — the intake flags this for a coverage check before a consultation is offered.
Caller already has a lawyer
The claimant answers yes to already being represented for this matter, which the catalog treats as a lower-fit signal so it doesn't get routed as a fresh consultation request.
Incident outside the two-year window
The adverse action happened more than two years ago; the timing answer pulls the score down, prompting a review for statute-of-limitations exposure before booking time.
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
Age Discrimination lead-intake FAQs
Does the intake confirm the caller actually meets the ADEA's age-40 threshold?
Yes — the form asks directly whether the claimant was 40 or older at the time of the treatment, since that is the baseline for a federal age discrimination claim.
How does the intake handle employer size?
It asks whether the employer had 20 or more employees, since that is the coverage threshold under the ADEA, and treats an unclear or low answer as a signal worth flagging rather than an automatic disqualifier.
Can the intake tell if someone is already working with another attorney?
Yes — it asks whether the caller is currently represented for this age discrimination matter, and that answer is scored as a lower-fit signal so you're not offering a consultation on a case someone else already has.
Does it check whether the claim might be time-barred?
It asks whether the events happened within the last two years, which helps flag matters that may be approaching or past filing deadlines before you spend consultation time on them.
What if the caller mentions age-related comments or being replaced by someone younger?
The intake asks about that directly, since comparator evidence like a younger replacement or age-related remarks is often the strongest circumstantial proof in an age discrimination matter.
Turn age discrimination visitors into qualified cases
Give every age discrimination visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.