Failure-to-accommodate intake that flags the interactive-process
Our guided intake asks whether the prospective client requested an accommodation, whether the employer refused or skipped the interactive process, and whether that refusal caused real harm like termination or discipline — then collects denial correspondence and routes qualified matters to your CRM.
The exact intake your failure to accommodate leads complete
This is the real 8-question guided intake for Failure to Accommodate — the same flow your customers finish before you ever pick up the phone.
What a qualified failure to accommodate lead should tell you
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.
- Issue Related Job In
- Have Disability, Medical Condition,
- Ask Employer Change At
- Employer Refuse Accommodation, Ignore
- Refusal Or Delay Cause
- This Happen Within Last
- Employer Have 15 Or
- Represented By Lawyer This
The questions your team needs answered
Every failure to accommodate 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)? | Confirms the claim falls under U.S. employment law before any accommodation analysis is worth doing. |
| Do you have a disability, medical condition, pregnancy-related condition, or sincerely held religious belief that requires an adjustment at work? | Establishes the protected condition — disability, medical, pregnancy, or religious belief — that creates any duty to accommodate at all. |
| Did you ask your employer for a change at work — like a schedule change, equipment, time off, remote work, lighter duties, or a different way to do tasks — or did your employer learn you needed one? | A failure-to-accommodate claim can't exist without a request or employer awareness of the need, making this the threshold gate. |
| Did your employer refuse the accommodation, ignore the request, delay it significantly, or fail to discuss possible options with you (no interactive process)? | Refusal, delay, or skipping the interactive process is the actual breach that turns a request into a legal claim, making it the strongest urgency signal. |
| Did the refusal or delay cause real harm — such as being fired, demoted, having hours cut, being disciplined, forced onto unpaid leave, or being unable to keep doing your job? | Concrete harm like termination or discipline often separates a viable damages claim from a technical policy violation. |
| Did this happen within the last 2 years? | Flags potential statute-of-limitations exposure before the attorney commits consultation time. |
| Did your employer have 15 or more employees (or are you not sure)? | ADA coverage generally requires 15 or more employees, so this determines whether federal accommodation law even applies. |
| Are you currently represented by a lawyer for this failure-to-accommodate matter? | Existing representation signals a possible conflict or duplicate matter, so these leads are scored lower rather than prioritized for a first consultation. |
How Cliont scores failure to accommodate leads
Every answer is weighted automatically — no manual review required.
Value signals
- Issue Related Job In: yes
- Have Disability, Medical Condition,: yes
- Ask Employer Change At: yes
- Employer Refuse Accommodation, Ignore: yes
- Refusal Or Delay Cause: yes
- This Happen Within Last: yes
Urgency signals
- Employer Refuse Accommodation, Ignore
Lower-fit signals
- Represented By Lawyer This: no
See the lead your team receives
Failure to Accommodate 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 failure to accommodate workflows
| Cliont capability | Failure To Accommodate application |
|---|---|
| Weighted scoring engine | Weighs the employer's refusal or missing interactive process and the resulting harm heavier than employer size, so a clear denial-and-harm story outranks a borderline coverage question. |
| Conditional branching | Only surfaces the harm question once a request-and-refusal pattern is confirmed, keeping the intake short for prospects who never got as far as an employer response. |
| Document upload capture | Collects the written accommodation request and the employer's denial or delay correspondence before the consultation, so the attorney reviews the paper trail instead of asking for it live. |
| Lead deprioritization rules | Automatically lowers priority — without hard rejection — for prospects who already have counsel, keeping them in the CRM but out of the consultation queue. |
Common failure to accommodate lead scenarios
Employer skipped the interactive process
A clear request was made and the employer never discussed alternatives or simply ignored it — this triggers the intake's strongest urgency signal and pushes the lead toward a consultation.
Request pending, no refusal yet
The employee asked for an adjustment but the employer hasn't formally refused or delayed it long enough to count — the intake scores this lower until a refusal or harm shows up.
Employer under 15-employee threshold
The prospect is unsure of headcount or confirms fewer than 15 employees, which affects federal ADA coverage — the intake flags it for attorney review rather than auto-scoring it high.
Already has counsel on the matter
The prospect indicates they're already represented for this failure-to-accommodate issue, so the lead is deprioritized to avoid conflicts or duplicate consultations.
Denial happened years ago
The refusal or delay occurred outside the recent-timeframe window, so the intake surfaces a statute-of-limitations flag before a consultation gets booked.
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
Failure to Accommodate lead-intake FAQs
How does the intake tell a real failure-to-accommodate claim from a general workplace complaint?
It walks through the specific chain the claim requires: a protected condition, a request or employer knowledge of the need, a refusal or skipped interactive process, and resulting harm. A lead missing that chain scores lower even if the person mentions feeling mistreated at work.
What happens if the employer has fewer than 15 employees?
The intake captures employer size directly, since ADA coverage generally requires 15 or more employees. Rather than rejecting the lead outright, it flags the coverage question for attorney review since state law thresholds can differ.
Does the intake screen out prospects who already have a lawyer?
It doesn't reject them, but existing representation is one of the lower-fit signals, so those leads score lower and are still visible in your CRM without being prioritized for a first consultation.
What if the accommodation denial happened more than two years ago?
The intake asks whether the incident occurred within the last two years and treats an older timeframe as a weaker signal, flagging potential statute-of-limitations exposure before you commit consultation time.
Can the intake distinguish an outright denial from a delay or missing interactive process?
That question is captured as one combined signal — refusal, ignoring the request, significant delay, or failing to discuss options are all treated as the same core breach, since any of them can support a claim.
How does this intake relate to related claims like ADA Accommodations or Pregnancy Discrimination?
The underlying request-and-refusal fact pattern often overlaps with ADA Accommodations, Disability Discrimination, and Pregnancy Discrimination. This intake is built specifically around the accommodation-refusal chain, and firms handling those adjacent matters typically route between them based on which protected condition applies.
Turn failure to accommodate visitors into qualified cases
Give every failure to accommodate visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.