Equal pay intake that captures the coworker pay comparison up front
The intake asks whether the comparator worked under the same employer policies, whether the pay gap falls within the last three years, and whether pay stubs, offer letters, or schedules exist as proof — so you see the comparison before booking a consultation.
The exact intake your equal pay act leads complete
This is the real 7-question guided intake for Equal Pay Act — the same flow your customers finish before you ever pick up the phone.
What a qualified equal pay act lead should tell you
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.
- This Happen At Job
- Believe Were Paid Less
- And That Coworker Working
- Know Coworker’S Job Title
- Pay Difference Happen Within
- Have Any Pay Records
- Complain About Pay Difference
The questions your team needs answered
Every equal pay act intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Did this happen at a job in the United States? | A US job establishes whether the claim even falls under the federal Equal Pay Act's jurisdiction. |
| Do you believe you were paid less than at least one coworker of a different sex for doing the same or very similar work at the same employer? | This is the core allegation — without a believed pay gap tied to sex, there's no Equal Pay Act claim to evaluate. |
| Were you and that coworker working at the same worksite or under the same employer policies (not different companies)? | The Act requires the comparator to work at the same establishment or under the same pay policies, not a different company. |
| Do you know the coworker’s job title or duties well enough to compare the work you both did? | Knowing the comparator's job title or duties is what lets you assess whether the work was substantially equal. |
| Did the pay difference happen within the last 3 years? | Whether the gap happened within three years bears directly on the Equal Pay Act's limitations period. |
| Do you have any pay records or other proof (like pay stubs, offer letters, schedules, or messages) that could help show the pay difference? | Existing pay stubs, offer letters, or messages materially change how strong the claim looks before you spend consultation time. |
| Did you complain about the pay difference or ask for equal pay, and then experience retaliation (like being fired, demoted, hours cut, or punished)? | Retaliation after raising the pay issue can add a separate claim and increases the urgency of the matter. |
How Cliont scores equal pay act leads
Every answer is weighted automatically — no manual review required.
Value signals
- This Happen At Job: yes
- Believe Were Paid Less: yes
- And That Coworker Working: yes
- Know Coworker’S Job Title: yes
- Pay Difference Happen Within: yes
- Have Any Pay Records: yes
See the lead your team receives
Equal Pay Act 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 equal pay act workflows
| Cliont capability | Equal Pay Act application |
|---|---|
| Weighted scoring | Prioritizes claims where the comparator worked at the same employer, the pay gap is within the last three years, and pay records exist, over vaguer or older claims. |
| Document upload widget | Prompts the client to attach pay stubs, offer letters, schedules, or messages that support the pay comparison before the consultation. |
| Conditional branching | Surfaces the retaliation question as a distinct flag when the client indicates they complained about the pay gap and then faced adverse treatment. |
| CRM routing | Sends claims with a confirmed same-employer comparator, recent timing, and available proof directly into your CRM as ready-to-review matters. |
Common equal pay act lead scenarios
Clear comparator, recent pay gap
The prospective client names a same-employer coworker of a different sex doing similar work, the gap started within the last three years, and they have pay stubs on hand — this combination scores highest.
No documented comparator duties
The client believes they were underpaid but can't describe the coworker's job title or duties clearly, which weakens the equal-work comparison the intake needs to score confidently.
Pay gap outside the 3-year window
The disparity started more than three years ago, which the intake flags so you can weigh it against the Equal Pay Act's limitations period before offering time.
Retaliation after raising pay concerns
The client complained about unequal pay and was then fired, demoted, or had hours cut — the intake captures this as a distinct signal alongside the core pay claim.
Job outside the United States
The employment took place outside the US, which the intake weights low since it falls outside the federal Equal Pay Act's reach.
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- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Advanced analytics dashboard
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- Charged only for submitted leads
More employment and labor law intake templates
Equal Pay Act lead-intake FAQs
Does the intake confirm the coworker worked for the same employer?
Yes — one question specifically checks whether the client and the comparator worked at the same worksite or under the same employer policies, not at different companies, since the Equal Pay Act requires a same-employer comparison.
What happens if the client isn't sure about the comparator's exact job duties?
The intake still captures their answer, but a 'no' here carries a lower weight because comparing job duties is central to showing the work was substantially similar.
Does the intake check the timing of the pay gap?
Yes, it asks whether the pay difference occurred within the last three years, which matters for the Equal Pay Act's limitations period.
What proof does the intake ask for before a consultation?
It asks whether the client has pay stubs, offer letters, schedules, or messages showing the pay difference, so you know what evidence exists before you meet.
Can the intake flag retaliation on top of the pay claim?
Yes — a separate question asks whether the client complained about the pay gap and then faced retaliation like termination, demotion, or reduced hours.
How does the intake handle claims from jobs outside the US?
It asks whether the job was in the United States and weights a 'no' answer low, since the federal Equal Pay Act generally doesn't reach non-US employment.
Turn equal pay act visitors into qualified cases
Give every equal pay act visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.