Know if retaliation followed the complaint
Ask whether the conduct happened at work, whether it was reported to HR, and whether retaliation followed, before you commit consultation time. Collect incident documentation and complaint records upfront so you can see the full picture at a glance.
The exact intake your sexual harassment leads complete
This is the real 7-question guided intake for Sexual Harassment — the same flow your customers finish before you ever pick up the phone.
What a qualified sexual harassment lead should tell you
A claim involving unwanted sexual comments, touching, or pressure in a work-related setting, where the intake needs to establish who was involved, whether it was reported, and whether retaliation followed.
- Sexual Harassment Happen At
- Behavior Involve Unwanted Sexual
- Person Who Harassed Supervisor/Manager,
- Report It Hr, Manager,
- After Harassment Or After
- Harassment Or Retaliation Cause
- Any This Happen Within
The questions your team needs answered
Every sexual harassment intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Did the sexual harassment happen at work or in a work-related setting (including remote work, work events, or work messages)? | Establishes that the conduct falls within an employment context, which is the threshold fact for a workplace sexual harassment claim rather than a personal dispute. |
| Did the behavior involve unwanted sexual comments, jokes, touching, requests, or pressure for sexual activity? | Confirms the specific conduct alleged meets the type of behavior that supports a harassment claim rather than a general workplace conflict. |
| Was the person who harassed you a supervisor/manager, or did your employer know about it (or should have known) and not stop it? | A supervisor-harasser or employer awareness materially raises employer liability, which is one of the strongest signals in the claim. |
| Did you report it to HR, a manager, or through a company complaint process (or did you try to report it)? | Shows whether internal channels were used, which affects both the strength of the claim and any procedural requirements before litigation. |
| After the harassment or after you reported it, did you face retaliation (like being fired, demoted, losing hours, worse shifts, discipline, or threats)? | Retaliation after a report often becomes a second, independently strong claim layered on top of the harassment itself. |
| Did the harassment or retaliation cause you harm (such as stress/anxiety, needing medical care, missing work, or losing pay)? | Documented harm such as lost pay or medical care supports damages and shows the claim isn't purely speculative. |
| Did any of this happen within the last 2 years? | Timing flags whether the claim is likely still within relevant filing deadlines before you invest consultation time. |
How Cliont scores sexual harassment leads
Every answer is weighted automatically — no manual review required.
Value signals
- Sexual Harassment Happen At: yes
- Behavior Involve Unwanted Sexual: yes
- Person Who Harassed Supervisor/Manager,: yes
- Report It Hr, Manager,: yes
- After Harassment Or After: yes
- Harassment Or Retaliation Cause: yes
See the lead your team receives
Sexual Harassment 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 sexual harassment workflows
| Cliont capability | Sexual Harassment application |
|---|---|
| Weighted lead scoring | Combines employer knowledge or supervisor status with reported retaliation to push high-liability sexual harassment matters to the top of your queue. |
| Conditional intake logic | Adjusts follow-up based on whether the conduct occurred in a work-related setting, so remote work and off-site incidents are still captured accurately. |
| Document collection | Requests HR complaints, messages referencing the conduct, and retaliation records directly during intake instead of after your first call. |
| CRM routing with structured fields | Sends qualified sexual harassment matters to your CRM with reporting status, retaliation, and timing already populated as searchable fields. |
Common sexual harassment lead scenarios
Reported to HR, then retaliated against
The prospective client filed a complaint through a company process and was demoted or disciplined afterward, a combination that usually signals a strong claim worth a consultation.
Supervisor harassment employer ignored
The harasser was a manager and the company knew or should have known but did nothing, which raises employer liability even before retaliation is discussed.
Ongoing conduct, not yet reported
Unwanted comments or touching are still happening but the employee hasn't gone to HR yet, so the intake captures the conduct and setting while reporting status stays open.
Incident outside the two-year window
The behavior described happened more than two years ago, which the intake still records but flags differently given the timing question tied to statute-of-limitations concerns.
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
Sexual Harassment lead-intake FAQs
How does the intake handle harassment that happened at a work event or over messages instead of in the office?
The intake specifically asks whether the conduct occurred at work or in a work-related setting, including remote work, work events, or work messages, so those matters aren't missed just because they didn't happen at a desk.
What if the prospective client never formally reported the harassment to HR?
The intake still asks whether the harasser was a supervisor or whether the employer knew or should have known, so a claim can still score well on employer liability even without a formal HR report.
Can the intake separate a retaliation claim from the underlying harassment claim?
Yes, retaliation is asked as its own question covering firing, demotion, reduced hours, or discipline after a report, so you can see whether retaliation is layered on top of the harassment before the consultation.
Does the intake screen out old incidents that may be past the statute of limitations?
The intake asks whether the conduct happened within the last two years, giving you a timing signal to weigh alongside the other facts rather than turning away every older claim automatically.
What documentation does Cliont collect before a sexual harassment matter reaches my CRM?
You can require documents such as a written HR complaint, messages or emails referencing the conduct, and records of any retaliation, so you're reviewing evidence alongside the answers, not just a narrative.
Will I know if the client suffered real harm before I decide to take the call?
The intake asks whether the harassment or retaliation caused harm such as stress, medical care, missed work, or lost pay, which is captured as a lead field before the matter is routed to your CRM.
Turn sexual harassment visitors into qualified cases
Give every sexual harassment visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.