Pregnancy discrimination intake that captures accommodation refusals
Ask whether the employer knew about the pregnancy, whether a requested accommodation was refused, and whether it happened within the last three years, then collect termination notices and accommodation requests before the matter reaches your calendar.
The exact intake your pregnancy discrimination leads complete
This is the real 8-question guided intake for Pregnancy Discrimination — the same flow your customers finish before you ever pick up the phone.
What a qualified pregnancy discrimination lead should tell you
A pregnancy discrimination claim involves an employee alleging she was fired, demoted, disciplined, denied hire, or denied a reasonable accommodation because of pregnancy, childbirth, or a related medical condition.
- This Happen At Job
- (Or Did Employer Know
- Believe Were Treated Worse
- Ask Any Pregnancy-Related Accommodation
- Employer Have 15 Or
- This Happen Within Last
- Suffer Harm From This,
- Represented By Lawyer This
The questions your team needs answered
Every pregnancy 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)? | Federal pregnancy discrimination protections generally require a U.S.-based employer, so this answer sets the jurisdictional floor for the whole claim. |
| Were you (or did your employer know you were) pregnant, recently pregnant, breastfeeding, or recovering from childbirth, miscarriage, or a related medical condition? | The employer must have known about the pregnancy or related condition for discrimination to plausibly follow, making employer awareness a core element. |
| Do you believe you were treated worse because of your pregnancy or related condition — for example, fired, not hired, demoted, paid less, denied a promotion, given worse shifts, or disciplined? | This isolates whether adverse treatment actually occurred, the central fact that separates a viable claim from a general workplace grievance. |
| Did you ask for any pregnancy-related accommodation — like lighter duties, more frequent breaks, time off for appointments, a stool to sit on, or limits on heavy lifting — and were you refused, ignored, or significantly delayed? | A refused or delayed accommodation request is a distinct legal theory from adverse treatment and often strengthens a claim on its own. |
| Did your employer have 15 or more employees (or are you not sure)? | Employer headcount determines federal coverage thresholds, so this answer affects which laws and remedies apply. |
| Did this happen within the last 3 years? | Filing deadlines for EEOC charges and related claims are short, so recency directly affects whether the matter is still actionable. |
| 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 job loss supports damages, distinguishing matters with real exposure from those without measurable loss. |
| Are you currently represented by a lawyer for this pregnancy discrimination matter? | Existing representation on the same matter usually signals a conflict or duplicate engagement rather than a fresh intake. |
How Cliont scores pregnancy discrimination leads
Every answer is weighted automatically — no manual review required.
Value signals
- This Happen At Job: yes
- (Or Did Employer Know: yes
- Believe Were Treated Worse: yes
- Ask Any Pregnancy-Related Accommodation: yes
- Employer Have 15 Or: yes
- This Happen Within Last: yes
Lower-fit signals
- Represented By Lawyer This: no
See the lead your team receives
Pregnancy 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 pregnancy discrimination workflows
| Cliont capability | Pregnancy Discrimination application |
|---|---|
| Weighted lead scoring | Combines adverse treatment and accommodation-refusal answers so leads with both signals score higher than a single isolated complaint. |
| Lower-fit flagging | Marks leads who are already represented on the same matter or work for a non-U.S. employer as lower priority instead of discarding them. |
| Document capture at intake | Collects termination notices and written accommodation requests upfront so pregnancy discrimination files arrive with supporting evidence attached. |
| CRM routing | Sends leads confirming employer size, recent timeline, and adverse treatment directly to your CRM as consultation-ready matters. |
Common pregnancy discrimination lead scenarios
Fired after announcing pregnancy
Employer knew about the pregnancy and terminated shortly after, with adverse treatment, employer size, and timeline all confirmed — a high-priority combination.
Light-duty request refused
No firing occurred, but a request for lighter duties or extra breaks was ignored or delayed, isolating the accommodation-refusal signal from termination.
Small employer, under 15 staff
Client believes the employer has fewer than 15 employees, which lowers coverage under federal pregnancy protections and shifts the matter toward state-law review.
Incident outside the 3-year window
The alleged treatment happened more than three years ago, raising statute-of-limitations questions before any consultation time is spent.
Already retained another attorney
The prospective client is currently represented on this pregnancy discrimination matter, a lower-fit signal that flags the lead rather than blocking it.
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
Pregnancy Discrimination lead-intake FAQs
How does the intake flag matters that may be past the deadline?
The intake asks whether the incident happened within the last three years and scores older incidents lower, so you see potential timing issues before booking a consultation.
Does the intake screen for employer size?
Yes — it asks whether the employer had 15 or more employees, which affects federal coverage, and scores smaller or unknown-size employers lower without rejecting them outright.
What happens if the prospect already has a lawyer?
Existing representation on the same matter is captured as a lower-fit signal and weighted down, so those leads surface as lower priority rather than disappearing.
Does the intake separate a firing from a denied accommodation?
Yes — adverse treatment and accommodation refusal are asked as distinct questions, so you can see whether the claim rests on termination, a denied request, or both.
Can this intake handle claims involving employers outside the U.S.?
The first question confirms whether the job was at a U.S.-based employer, since non-U.S. employment falls outside federal pregnancy discrimination protections and scores accordingly.
What documents does the intake collect before the consultation?
It's built to gather termination or discipline notices, written accommodation requests or denials, and pay records showing lost income, so the file is ready when you review it.
Turn pregnancy discrimination visitors into qualified cases
Give every pregnancy discrimination visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.