See which wage claims still fall inside the 2-year window
Cliont's intake asks whether the work was for an employer (not as a contractor), whether overtime or off-the-clock time went unpaid, and whether the role was mislabeled exempt, then collects pay stubs and time records so you can see which wage and hour matters are worth a consultation.
The exact intake your wage and hour flsa leads complete
This is the real 7-question guided intake for Wage and Hour FLSA — the same flow your customers finish before you ever pick up the phone.
What a qualified wage and hour flsa lead should tell you
Claims involving unpaid or miscalculated wages under the Fair Labor Standards Act, covering unpaid overtime, minimum wage shortfalls, off-the-clock work, and exempt-status misclassification, evaluated against the underlying employment relationship and the time that has passed since the unpaid work occurred.
- Work Employer In United
- Believe Employer Did Not
- Any Unpaid Or Underpaid
- Ever Required Or Expected
- Required Work “Off Clock”
- Paid Salary Or Labeled
- Have Way Identify Employer
The questions your team needs answered
Every wage and hour flsa intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Did you work for an employer in the United States (not as an independent contractor) during the last 3 years? | FLSA wage claims generally require employee status, so a contractor answer flags the matter for a misclassification review instead of a standard wage dispute. |
| Do you believe your employer did not pay you correctly (for example, unpaid overtime, paid less than minimum wage, or not paid for all hours worked)? | This confirms an actual pay dispute exists, which is the baseline fact needed before any FLSA claim can move forward. |
| Did any of the unpaid or underpaid work happen within the last 2 years? | Work outside the recent window narrows which pay periods are still recoverable under the FLSA's limitations period. |
| Were you ever required or expected to work more than 40 hours in a week without getting time-and-a-half pay for those extra hours? | Unpaid overtime is one of the most common and highest-value FLSA violation types, so this answer identifies the specific theory of the claim. |
| Were you required to work “off the clock” (before/after your shift, during meal breaks, or while traveling between job sites) without being paid for that time? | Off-the-clock time often requires timekeeping records or witness accounts, so this answer signals what evidence the matter will need. |
| Were you paid a salary or labeled “exempt” even though your job mostly involved routine or manual work and you did not regularly manage employees? | This surfaces exempt-status misclassification, a distinct and often higher-value theory than a simple overtime miscalculation. |
| Do you have a way to identify the employer responsible (company name, work location, or the person who paid you)? | Without a named or identifiable employer, the firm cannot verify coverage or send a demand, so this answer determines whether the matter is actionable. |
How Cliont scores wage and hour flsa leads
Every answer is weighted automatically — no manual review required.
Value signals
- Work Employer In United: yes
- Believe Employer Did Not: yes
- Any Unpaid Or Underpaid: yes
- Ever Required Or Expected: yes
- Required Work “Off Clock”: yes
- Paid Salary Or Labeled: yes
See the lead your team receives
Wage and Hour FLSA 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 wage and hour flsa workflows
| Cliont capability | Wage And Hour FLSA application |
|---|---|
| Conditional branching | A 'no' on the employee-vs-contractor question routes the intake toward misclassification-specific framing instead of scoring it as a standard overtime claim. |
| Weighted lead scoring | Unpaid work confirmed within the last 2 years scores substantially higher than older claims, reflecting the FLSA's limitations period. |
| Document capture in the intake flow | Pay stubs, time sheets, and exempt-classification documents are collected upfront rather than chased down after the consultation is booked. |
| CRM routing with score attached | Only leads with an identified employer and a confirmed pay violation are sent to your CRM, so weak or unidentifiable claims don't consume consultation slots. |
Common wage and hour flsa lead scenarios
Salaried worker labeled exempt
The prospective client was paid a salary but performed routine or manual work with no supervisory duties, which the intake flags as a likely misclassification claim rather than a simple overtime dispute.
Unpaid overtime on hourly pay
The worker was regularly asked to exceed 40 hours a week without time-and-a-half, a straightforward overtime violation the intake scores as high value.
Off-the-clock prep and travel time
Unpaid time occurred before/after shifts or during required travel between job sites, a claim type that often needs schedule or timekeeping evidence flagged early.
Claim mostly outside the 2-year window
The unpaid work happened more than two years ago, which the intake weighs lower since recovery may depend on proving a willful violation to reach the 3-year period.
Worker unsure of contractor status
The prospective client isn't sure if they were treated as an employee or an independent contractor, which the intake routes toward a misclassification review before treating it as a standard wage claim.
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
Wage and Hour FLSA lead-intake FAQs
How does the intake treat someone who worked as an independent contractor instead of an employee?
The intake captures the employment relationship directly, and a contractor answer is weighted much lower than an employee answer, since FLSA wage claims generally require employee status rather than a misclassification dispute handled separately.
Does the intake check whether the claim is still within the time limit to sue?
Yes, the intake asks whether the unpaid work happened within the last 2 years, which the FLSA generally requires, and weighs older claims lower since they may only be recoverable if the violation was willful.
Can the intake tell the difference between an overtime claim and an off-the-clock claim?
Yes, unpaid overtime and off-the-clock work (before/after shifts, meal breaks, travel between sites) are asked as separate questions, so you can see which type of pay violation is alleged before the consultation.
What if the prospective client doesn't know the exact legal name of their employer?
The intake asks whether they can identify the responsible employer by company name, work location, or the person who paid them, since a matter with no identifiable employer scores much lower.
How does the intake surface exempt-employee misclassification?
It asks whether the person was paid a salary or labeled exempt despite doing routine or manual work without regularly managing employees, which flags a misclassification theory distinct from a basic unpaid-overtime claim.
What documents does the intake collect before the lead reaches my CRM?
It requests pay stubs or wage statements, time sheets or schedules, and any offer letter or job description showing how the role was classified, so you have the paper trail before the first call.
Turn wage and hour flsa visitors into qualified cases
Give every wage and hour flsa visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.