See which protected trait and pattern before the consultation
Ask whether the conduct ties to a protected trait, whether it was reported to HR, and whether it happened within the last 2 years — then collect supporting documentation before it lands in your CRM.
The exact intake your hostile work environment leads complete
This is the real 8-question guided intake for Hostile Work Environment — the same flow your customers finish before you ever pick up the phone.
What a qualified hostile work environment lead should tell you
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.
- This Happen At Job
- Experience Unwelcome Behavior At
- Behavior Connected Protected Trait
- Behavior Severe (Even Once
- Report It Manager, Hr,
- This Happen Within Last
- Suffer Harm From This,
- Represented By Lawyer This
The questions your team needs answered
Every hostile work environment 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. jurisdiction confirms the employer is likely subject to federal or state employment law before any further screening happens. |
| Did you experience unwelcome behavior at work — like slurs, insults, threats, intimidation, offensive jokes/images, unwanted touching, or repeated bullying? | Establishes that actual unwelcome conduct occurred, not just general dissatisfaction with a job or manager. |
| Was the behavior connected to a protected trait — like your race, color, national origin, sex (including pregnancy or sexual orientation), religion, disability, age (40+), or genetic information? | A hostile work environment claim requires the conduct to tie to a protected trait, so this answer separates a legal claim from ordinary workplace friction. |
| Was the behavior severe (even once or twice) or did it happen repeatedly over time, to the point that it changed your work environment? | Severity or repetition is the legal threshold for conduct to be considered a hostile environment rather than an isolated slight. |
| Did you report it to a manager, HR, or use the company's complaint process — or was your employer otherwise aware of it? | Whether the employer had notice through a complaint process affects the strength and posture of the potential claim. |
| Did this happen within the last 2 years? | Recency matters because filing deadlines with agencies like the EEOC 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 such as lost pay or medical impact helps establish damages and the seriousness of the matter. |
| Are you currently represented by a lawyer for this hostile work environment matter? | Existing representation signals the firm may be contacted for a second opinion rather than new representation, changing how the lead should be handled. |
How Cliont scores hostile work environment leads
Every answer is weighted automatically — no manual review required.
Value signals
- This Happen At Job: yes
- Experience Unwelcome Behavior At: yes
- Behavior Connected Protected Trait: yes
- Behavior Severe (Even Once: yes
- Report It Manager, Hr,: yes
- This Happen Within Last: yes
Urgency signals
- Behavior Severe (Even Once
Lower-fit signals
- Represented By Lawyer This: no
See the lead your team receives
Hostile Work Environment 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 hostile work environment workflows
| Cliont capability | Hostile Work Environment application |
|---|---|
| Conditional branching | If the prospective client answers no to the protected-trait question, the flow can still capture the incident details without assuming a viable claim, letting your team decide fit. |
| Lead scoring | Answers on protected trait, severity, employer notice, and the 2-year timeline combine into a score so matters with a clear pattern and recent conduct surface above vague or stale reports. |
| CRM routing | Qualified hostile work environment leads are sent to your CRM with the reported-to-HR and timeline answers attached, so intake staff aren't re-asking basic facts before the consultation. |
| Lower-fit flagging | A yes answer on existing representation is scored as lower fit so your team can spot and route already-represented prospective clients before booking a consultation. |
Common hostile work environment lead scenarios
Protected trait, reported, unrepresented
The conduct is tied to a protected trait, was reported to HR or management, and the prospective client has no existing lawyer — this is the profile the intake should surface first.
Severe conduct, never reported
The behavior was severe but the employee never used the complaint process or told HR, which the intake flags separately since employer notice affects the matter's strength.
Old incident outside the window
The conduct happened more than 2 years ago, which the intake surfaces as a lower-fit signal tied to potential filing deadlines rather than the merits of the claim.
Unwelcome behavior without a protected trait
The prospective client describes bullying or insults but cannot connect it to a protected trait — a distinction the intake captures separately from severity or harm.
Already represented by counsel
The prospective client answers that they currently have a lawyer for this matter, which the intake treats as a lower-fit signal so the firm can route or decline accordingly.
Connect Cliont to your workflow
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HubSpot, HighLevel, Salesforce, JobNimbus
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Google Calendar, Outlook Calendar, Calendly
Notify your team
Email, SMS, Slack
Automate follow-up
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- 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
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- Charged only for submitted leads
More employment and labor law intake templates
Hostile Work Environment lead-intake FAQs
How does the intake separate a hostile work environment claim from ordinary workplace conflict?
The intake asks whether the unwelcome behavior connects to a protected trait and whether it was severe or repeated enough to change the work environment — answers that distinguish a legal claim from a general management dispute.
Does the intake check whether the employer had notice of the conduct?
Yes — one question asks whether the prospective client reported the behavior to a manager, HR, or the company's complaint process, or whether the employer was otherwise aware, since employer notice is a factor in many claims.
What happens if the conduct happened more than 2 years ago?
The intake asks whether the incident occurred within the last 2 years and treats an older timeline as a signal worth reviewing before scheduling a consultation, given potential filing deadlines.
Can the intake flag prospective clients who already have a lawyer?
Yes — the intake asks directly whether the person is currently represented for this matter, and that answer is scored as lower fit so your team can route or decline without a wasted call.
How is this intake different from your Sexual Harassment or Workplace Discrimination pages?
Each subservice has its own catalog — Sexual Harassment and Workplace Discrimination are separate intake flows with their own questions, though a lead may end up relevant to more than one depending on the facts described.
Does the intake ask about harm suffered, like lost pay or medical impact?
Yes — one question asks whether the prospective client suffered harm such as lost pay or benefits, job loss, missed opportunities, or significant stress or medical impact, which helps size the matter before the consultation.
Turn hostile work environment visitors into qualified cases
Give every hostile work environment visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.