RIF intake that flags severance releases and timing up front
Ask about layoff timing, protected-class concerns, and any severance agreement already signed, then collect termination letters and severance paperwork before a consult ever gets booked.
The exact intake your reductions in force leads complete
This is the real 8-question guided intake for Reductions in Force — the same flow your customers finish before you ever pick up the phone.
What a qualified reductions in force lead should tell you
Intake and screening for individuals laid off as part of a reduction in force who want to know whether the selection, timing, or severance terms may have violated employment law.
- Work U.S. Employer (Or
- Laid Off, Terminated, Or
- This Happen Within Last
- Believe Layoff Decision May
- Selected Layoff Soon After
- Employer Offer Severance Agreement
- Layoff Cause Financial Harm,
- Know Name Company That
The questions your team needs answered
Every reductions in force intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Did you work for a U.S. employer (or in the U.S.) when the job loss happened? | Confirms the layoff falls within U.S. employment jurisdiction before the firm invests time in the matter. |
| Were you laid off, terminated, or told your position was eliminated as part of a layoff or company-wide reduction? | Verifies the job loss was actually a layoff or elimination rather than a for-cause termination the firm may not take. |
| Did this happen within the last 12 months? | Recent layoffs are weighted higher since statute-of-limitations exposure grows the longer a claim sits unaddressed. |
| Do you believe the layoff decision may have been unfair because of your age (40+), race, sex, pregnancy, disability, national origin, religion, or another protected reason? | A suspected protected-class motive is the single strongest signal that the layoff may support a discrimination claim rather than a routine RIF. |
| Were you selected for layoff soon after you reported harassment, discrimination, wage issues, safety concerns, or took protected leave (like medical or family leave)? | Being selected shortly after a protected complaint or leave points toward retaliation, a distinct theory from age or class-based discrimination. |
| Did your employer offer you a severance agreement or release to sign, or did you already sign one? | Whether a severance agreement was offered or already signed changes whether the matter is a review-before-signing or a post-signature dispute. |
| Did the layoff cause you financial harm, such as lost income/benefits, or make it hard to find a similar job? | Documented financial harm supports damages and shows the prospective client has a concrete stake in pursuing the matter. |
| Do you know the name of the company that laid you off and where you worked (city and state)? | Knowing the employer's name and location lets the firm run a conflict check before the consultation is booked. |
How Cliont scores reductions in force leads
Every answer is weighted automatically — no manual review required.
Value signals
- Work U.S. Employer (Or: yes
- Laid Off, Terminated, Or: yes
- This Happen Within Last: yes
- Believe Layoff Decision May: yes
- Selected Layoff Soon After: yes
- Employer Offer Severance Agreement: yes
See the lead your team receives
Reductions in Force 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 reductions in force workflows
| Cliont capability | Reductions In Force application |
|---|---|
| Weighted scoring engine | Ranks protected-class suspicion and post-complaint retaliation timing above a plain 'position eliminated' answer, so discrimination-adjacent RIF leads surface first. |
| Conditional document requests | Only asks for a copy of the severance agreement or release when the prospective client confirms one was offered or signed. |
| CRM routing | Sends the employer name, location, and layoff date straight to your CRM so intake can run a conflict check before the consultation is scheduled. |
| Automated lead scoring | Combines the 12-month timing answer with the protected-class and retaliation answers to separate time-sensitive RIF matters from stale ones. |
| Structured intake form | Walks the prospective client through employer identification and layoff circumstances in order, avoiding a blank narrative box for a fact pattern that needs specific dates and names. |
Common reductions in force lead scenarios
Age-based RIF selection
A 40+ employee believes they were chosen for the layoff because of their age rather than performance; the intake weights the protected-class question heavily alongside recent timing.
Layoff after protected complaint
An employee was let go shortly after reporting harassment or taking medical leave, raising retaliation concerns the intake surfaces separately from a routine elimination.
Severance not yet signed
A prospective client was handed a severance agreement and hasn't signed it yet; the intake flags this so the firm can prioritize a review before any signature deadline passes.
Old layoff, no red flags
The job loss happened well over a year ago with no protected-class or retaliation indicators, which lowers the score relative to a recent, fact-specific RIF.
Employment outside the U.S.
The layoff occurred at a company or role outside the U.S., which the intake still records but weights differently since it may fall outside the firm's jurisdiction.
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.
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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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Only pay when you receive a qualified lead.
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- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
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- Charged only for submitted leads
More employment and labor law intake templates
Reductions in Force lead-intake FAQs
How does the intake flag a possibly discriminatory layoff versus a routine one?
The question about whether the layoff may have been tied to age, race, sex, or another protected reason carries one of the highest weights in the catalog, so a 'yes' answer pushes the lead score up regardless of how the layoff was framed by the employer.
What if the prospective client already signed a severance agreement?
The intake still captures that a severance agreement or release was offered or signed, since that changes the type of review the matter needs and is passed to your CRM as a distinct data point.
Does the intake screen out layoffs from outside the U.S.?
It records whether the job loss involved a U.S. employer or U.S.-based work, weighting non-U.S. answers lower without hard-blocking the lead, since edge cases can still be worth a look.
How much does timing affect the lead score?
Whether the layoff happened within the last 12 months is scored separately from the protected-class and retaliation questions, so older layoffs surface lower even if the underlying facts sound strong.
What documentation gets collected before a consultation is booked?
The intake prompts for the layoff or termination notice, any severance agreement, and supporting records tied to lost income, so your team has the paperwork on hand before the first call.
Can this intake tell a straightforward layoff apart from one with retaliation angles?
Yes. The question about being selected soon after reporting harassment, discrimination, wage issues, or taking protected leave is scored on its own, separate from the general protected-class question.
Turn reductions in force visitors into qualified cases
Give every reductions in force visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.