Severance intake that captures the signing deadline up front
Ask whether a severance offer exists, whether a signing deadline is approaching, and whether the agreement includes restrictive covenants they're worried about — then collect the offer letter before anyone books a consultation.
The exact intake your severance agreements and releases leads complete
This is the real 7-question guided intake for Severance Agreements and Releases — the same flow your customers finish before you ever pick up the phone.
What a qualified severance agreements and releases lead should tell you
A severance agreement is the release an employer offers an employee at termination in exchange for pay or benefits; qualifying these leads means confirming whether an offer exists, whether it's already been signed, and whether a signing deadline or disputed clause is in play.
- In United States And
- Been Laid Off, Fired,
- Employer Offered Severance Pay
- Already Signed Severance Or
- If Have Not Signed
- Believe Agreement Unfair, Unclear,
- Think May Have Legal
The questions your team needs answered
Every severance agreements and releases intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Are you in the United States and is your job issue with a U.S. employer? | Confirms the matter falls within U.S. employment jurisdiction before any attorney time is spent on it. |
| Have you been laid off, fired, resigned, or been told your job is ending (or will end soon)? | Establishes that a separation event has actually occurred rather than a hypothetical or upcoming layoff rumor. |
| Has your employer offered you severance pay or other benefits in exchange for signing a document (like a release, waiver, or separation agreement)? | An actual severance offer means there's a real document to review, which is the core trigger for this practice area. |
| Have you already signed the severance or release document? | Whether the agreement is already signed changes what's negotiable, since options narrow considerably once it's executed. |
| If you have not signed yet, is there a deadline to sign within the next 14 days? | A deadline inside 14 days means the firm has to move before the offer, or a revocation window, expires. |
| Do you believe the agreement is unfair, unclear, or includes restrictions you are worried about (like not being able to work for competitors, not being able to talk about what happened, or paying money back)? | Concerns about non-compete, confidentiality, or repayment clauses often signal a matter worth negotiating rather than simply reviewing. |
| Do you think you may have a legal claim related to your job ending (for example, discrimination, retaliation, harassment, unpaid wages, or being fired for reporting a problem)? | A suspected underlying claim like discrimination or unpaid wages can add leverage and case value beyond the severance document alone. |
How Cliont scores severance agreements and releases leads
Every answer is weighted automatically — no manual review required.
Value signals
- In United States And: yes
- Been Laid Off, Fired,: yes
- Employer Offered Severance Pay: yes
- If Have Not Signed: yes
- Believe Agreement Unfair, Unclear,: yes
- Think May Have Legal: yes
Lower-fit signals
- Already Signed Severance Or: no
See the lead your team receives
Severance Agreement Review 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 severance agreements and releases workflows
| Cliont capability | Severance Agreements And Releases application |
|---|---|
| Conditional branching | When the U.S. employer question comes back no, the intake can route the prospect out before a consultation gets booked on a matter outside your jurisdiction. |
| Weighted scoring | A 14-day signing deadline and an unsigned document push a lead's score up, so time-sensitive severance reviews surface ahead of matters with no deadline pressure. |
| Document upload | The intake requests the actual offer or release document tied to the severance question, so restrictive covenant language is available before the call. |
| CRM routing | Qualified leads arrive tagged with signed/unsigned status and deadline proximity, so the reviewing attorney can triage without re-asking the basics. |
Common severance agreements and releases lead scenarios
Unsigned offer, deadline closing fast
A prospect was offered severance, hasn't signed, and has a deadline inside 14 days — the intake surfaces this as time-sensitive so it doesn't sit in a queue.
Already signed the release
The document is already signed, which the catalog weights as lower-fit since negotiation leverage is reduced; the intake still captures it but scores it below unsigned, in-deadline cases.
Worried about a non-compete clause
No urgent deadline, but the prospect flags restrictive terms they don't understand — a distinct review-type matter rather than a negotiation-under-pressure case.
Termination looks like discrimination
The separation coincides with a suspected discrimination or retaliation claim, which the catalog treats as a high-value signal separate from the severance document itself.
Job issue outside a U.S. employer
The employment relationship isn't with a U.S. employer, which the intake flags as a fit problem before a consultation gets scheduled.
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- Photo, video & file upload
- Advanced analytics dashboard
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More employment and labor law intake templates
Severance Agreements and Releases lead-intake FAQs
Does the intake still capture leads who already signed the severance agreement?
Yes — signing status is a specific question in the intake, but an already-signed release is weighted lower than an unsigned one because negotiation options are typically more limited after signature.
How does the intake prioritize someone with a signing deadline?
The intake asks directly whether a deadline falls within the next 14 days, and that answer carries significant weight so time-sensitive matters are visible ahead of ones with no deadline pressure.
Will the intake filter out job issues that aren't with a U.S. employer?
It asks that as the first qualifying question, so matters outside U.S. employment jurisdiction are identified before they reach your CRM as a scheduled consultation.
Can the intake tell if there might be a discrimination or wage claim tied to the termination?
Yes, the catalog includes a direct question about a possible legal claim connected to the job ending, which is scored as a high-value signal alongside the severance document itself.
What does the intake collect about the actual agreement, not just the answers?
It prompts for the offer or release document itself so the reviewing attorney has the real language on restrictive covenants and terms before the first conversation.
How does this differ from an intake built for wrongful termination or discrimination matters?
This catalog is built around the severance document — offer, deadline, signature status, and restrictive terms — rather than the underlying claim itself, which is covered by sibling subservices like Wrongful Termination or Workplace Discrimination.
Turn severance agreements and releases visitors into qualified cases
Give every severance agreements and releases visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.