Retaliation intake that captures the adverse-action timeline up front
The intake asks whether the client reported illegal, unsafe, or discriminatory conduct, whether an adverse action followed, and whether it happened within the last 12 months, then collects the written complaint and termination notice before the file lands in your CRM.
The exact intake your retaliation and whistleblower leads complete
This is the real 8-question guided intake for Retaliation and Whistleblower — the same flow your customers finish before you ever pick up the phone.
What a qualified retaliation and whistleblower lead should tell you
A claim that a client engaged in a legally protected activity, such as reporting illegal, unsafe, fraudulent, or discriminatory conduct, and then suffered a firing, demotion, pay cut, or other adverse action because of it.
- This Happen In United
- Employee (Not Just Customer
- Report Or Refuse Something
- After That, Did Employer
- Believe Negative Action Happened
- Negative Action Happen Within
- Lose Money Or Benefits,
- Identify Employer (Company/Agency Name)
The questions your team needs answered
Every retaliation and whistleblower intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Did this happen in the United States? | Retaliation and whistleblower protections vary by federal and state law, so confirming the incident occurred in the United States determines which legal framework can even apply. |
| Were you an employee (not just a customer or volunteer) of the company or organization involved? | Most retaliation and whistleblower statutes protect employees specifically, so a customer or volunteer answering 'no' here usually points toward a different legal theory entirely. |
| Did you report or refuse something you believed was illegal, unsafe, fraudulent, discriminatory, or against company rules (internally or to a government agency)? | This isolates whether the client actually engaged in a protected activity, which is the threshold requirement before any adverse action can legally be called retaliation. |
| After that, did your employer take a negative action against you (like firing, demotion, pay cut, schedule cuts, suspension, threats, or harassment)? | Confirms a materially adverse action actually occurred, distinguishing a real retaliation claim from an uncomfortable but non-actionable workplace interaction. |
| Do you believe the negative action happened because of your report or refusal? | Captures the client's own theory of causation between the report and the adverse action, which is the core element that separates retaliation from a coincidental or unrelated employment dispute. |
| Did the negative action happen within the last 12 months? | Flags whether the timeline falls within typical filing windows for agency complaints or lawsuits, which affects how quickly the matter needs attention. |
| Did you lose money or benefits, lose your job, or suffer significant stress or health impacts because of what happened? | Establishes whether there's measurable financial or health harm, which shapes whether the claim has enough damages to be worth pursuing. |
| Can you identify the employer (company/agency name) and the people involved (such as your manager or HR)? | Confirms the client can name the employer and the specific individuals involved, which is necessary evidence for building and filing an actual claim. |
How Cliont scores retaliation and whistleblower leads
Every answer is weighted automatically — no manual review required.
Value signals
- This Happen In United: yes
- Employee (Not Just Customer: yes
- Report Or Refuse Something: yes
- After That, Did Employer: yes
- Believe Negative Action Happened: yes
- Negative Action Happen Within: yes
Urgency signals
- Report Or Refuse Something
See the lead your team receives
Retaliation and Whistleblower 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 retaliation and whistleblower workflows
| Cliont capability | Retaliation And Whistleblower application |
|---|---|
| Conditional branching | If the client answers 'no' to being an employee or to the incident happening in the United States, the intake can flag those responses immediately instead of walking a non-viable lead through the full retaliation fact pattern. |
| Weighted lead scoring | The score combines the protected-report, adverse-action, causation, and 12-month timing answers, so a recent, clearly-connected retaliation claim ranks well above an old or causally uncertain one. |
| Document collection at intake | The written complaint, termination or discipline notice, and pre/post-report performance reviews are requested before the matter is marked ready for a consultation. |
| CRM routing with structured fields | Leads arrive in your CRM with the employer name, individuals involved, and timeline already structured, rather than as a free-text description you have to parse before your first call. |
Common retaliation and whistleblower lead scenarios
Fired days after a safety report
Employee reported an OSHA-type safety violation internally and was terminated within a week, with a manager and HR contact named. This combination of a clear protected report, immediate adverse action, and identifiable parties scores near the top of the queue.
Complaint from 18 months ago
The reported conduct and the demotion both happened well outside the 12-month window, and the client is unsure the two events are connected. The intake still captures the facts but flags the weaker timing and causal link for a lower score.
Contractor, not employee, reports retaliation
The person doing the reporting was a 1099 contractor rather than a W-2 employee, which changes the legal theory available to them. The intake flags the employee-status answer so the matter can be evaluated as a possible misclassification issue instead.
Agency whistleblower report, recent demotion
Client reported fraud to a government agency and was demoted within the last two months, with named individuals involved. Recent timing plus a formal external report and clear adverse action produce a high-priority score.
Incident occurred outside the United States
The employer and the alleged retaliation are based outside the United States, which affects which employment laws could apply. The intake surfaces this early rather than letting the matter reach a consultation slot it can't realistically use.
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
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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
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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
Retaliation and Whistleblower lead-intake FAQs
How does the intake tell a retaliation claim apart from a straight discrimination claim?
The intake asks specifically whether the client reported or refused something they believed was illegal, unsafe, fraudulent, discriminatory, or against company policy, and then whether an adverse action followed that report. If there's no protected report or refusal in the fact pattern, the lead is better suited to a sibling page like Workplace Discrimination or Hostile Work Environment rather than retaliation.
What happens when the adverse action happened more than 12 months ago?
The intake still records the full timeline, but a report or adverse action outside the last 12 months carries less weight in the score because it can affect filing deadlines with agencies or courts. You'll see the actual date given so you can judge the limitations issue yourself rather than relying on the score alone.
Does the intake check whether the person was actually an employee?
Yes. It asks directly whether the client was an employee of the company, as opposed to a customer or volunteer, since retaliation and whistleblower protections generally hinge on employment status. A 'no' answer lowers the score and signals the matter may fit an independent contractor misclassification review instead.
What documentation does the intake collect before a matter reaches my CRM?
It's built to request the written report or complaint, any termination, demotion, or discipline notice, and performance reviews from before and after the protected activity. That paperwork arrives attached to the lead so you're reviewing evidence, not just a narrative, when it lands in your CRM.
Does the intake capture whether the client believes the retaliation was actually caused by their report?
Yes, it asks the client directly whether they believe the negative action happened because of their report or refusal. That answer, combined with the adverse-action and timing questions, shapes the overall score since causation is central to whether this is a viable retaliation claim.
Can the intake identify whether the client can even name the employer and the people involved?
It asks whether the client can identify the company or agency and the specific people involved, such as a manager or HR contact. A lead that can't name these details still comes through, but with a lower score, since it will take more fact-gathering before it's consultation-ready.
Turn retaliation and whistleblower visitors into qualified cases
Give every retaliation and whistleblower visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.