Intake that captures the protected trait and job action up front
The intake confirms whether the treatment ties to a protected trait, captures the negative job action and employer location, and requests HR letters or termination notices before sending qualified matters to your CRM.
The exact intake your workplace discrimination leads complete
This is the real 8-question guided intake for Workplace Discrimination — the same flow your customers finish before you ever pick up the phone.
What a qualified workplace discrimination lead should tell you
A claim that an employee or job applicant was treated worse than others because of a protected trait, such as race, sex, disability, religion, national origin, age (40+), or genetic information, and that this bias led to a concrete negative job action.
- This Happen At Job
- Employee Or Job Applicant
- Believe Were Treated Worse
- This Lead Negative Job
- Discrimination Happen Within Last
- Know Name Employer And
- Suffer Harm From This,
- Represented By Lawyer This
The questions your team needs answered
Every workplace discrimination intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Did this happen at a job in the United States (or with a U.S.-based employer)? | Confirms the claim falls under U.S. employment law before any other detail is evaluated. |
| Were you an employee or job applicant for the company (not just a customer or independent business)? | Separates employees and applicants, who can bring discrimination claims, from customers or contractors who cannot. |
| Do you believe you were treated worse at work because of a personal trait like race, color, national origin, sex (including pregnancy or sexual orientation), religion, disability, age (40+), or genetic information? | Establishes whether the mistreatment is actually tied to a legally protected trait rather than a general workplace grievance. |
| Did this lead to a negative job action, like being fired, not hired, demoted, paid less, denied a promotion, given worse shifts, disciplined, or denied a reasonable accommodation? | A concrete negative job action, like firing or demotion, is what turns a belief of bias into a matter with legal weight. |
| Did the discrimination happen within the last 2 years? | Flags whether the incident likely falls within a workable filing window before you invest consultation time. |
| Do you know the name of the employer and where you worked (city and state)? | Knowing the employer and location lets you quickly check for conflicts or jurisdiction issues before the call. |
| Did you suffer harm from this, such as lost pay/benefits, job loss, missed opportunities, or significant stress or medical impact? | A "yes" flags a higher-value, higher-urgency lead you’ll want to reach first. |
| Are you currently represented by a lawyer for this workplace discrimination matter? | Existing representation on the same matter changes how the lead should be routed, so it's treated as a lower-fit signal rather than a disqualifier. |
How Cliont scores workplace discrimination leads
Every answer is weighted automatically — no manual review required.
Value signals
- This Happen At Job: yes
- Employee Or Job Applicant: yes
- Believe Were Treated Worse: yes
- This Lead Negative Job: yes
- Discrimination Happen Within Last: yes
- Know Name Employer And: yes
Lower-fit signals
- Represented By Lawyer This: no
See the lead your team receives
Workplace Discrimination 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 workplace discrimination workflows
| Cliont capability | Workplace Discrimination application |
|---|---|
| Weighted scoring logic | Prioritizes leads where the protected-trait question and the negative job action are both answered yes, since those two fields carry the highest weights in this catalog. |
| Lower-fit flagging | Marks callers who indicate they're already represented as lower fit without dropping them, so you can route them differently than a fresh discrimination claim. |
| Document and photo upload widget | Collects termination letters, disciplinary notices, or performance reviews tied to the alleged negative job action before the consultation is scheduled. |
| Timeline-aware branching | Uses the two-year timeframe question to distinguish claims that are likely still actionable from older disputes that need closer review. |
Common workplace discrimination lead scenarios
Recent firing tied to a protected trait
An employee was terminated within the last two years and believes it was because of race, sex, or another protected trait, so the intake flags a strong negative job action and a fresh timeline as a high-value combination.
Applicant rejected during hiring
A job applicant was denied a position and suspects bias in the hiring decision, so the intake captures the negative job action as 'not hired' rather than termination and still routes the matter for review.
Claim outside the two-year window
The alleged discrimination happened more than two years ago, so the intake still records the details but scores the lead lower given the weaker timeline signal.
Independent contractor, not an employee
The person worked as a contractor rather than an employee or applicant, so the intake's employment-status question surfaces a lower-fit signal before any consultation is offered.
Caller already has a lawyer
The prospective client says they are currently represented on this matter, so the intake flags the lead as lower fit instead of routing it as a fresh consultation request.
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
Workplace Discrimination lead-intake FAQs
How does the intake screen out people who were never actually employees?
The intake asks directly whether the person was an employee or job applicant rather than a customer or outside business contact, so contractor and vendor disputes are flagged as lower fit before they reach your calendar.
Does the form account for the discrimination filing deadline?
Yes, the intake asks whether the treatment happened within the last two years, which lets you see at a glance whether a claim is likely inside a workable timeframe before you spend consultation time on it.
What happens if the caller doesn't know the employer's exact name or location?
The intake still records the answer to that question, but a 'no' lowers the lead's score slightly since employer identification is one of the details you need to evaluate the matter.
Will the intake flag callers who already have a lawyer for this matter?
Yes, that question is weighted as a lower-fit signal, so a represented caller is still logged but doesn't get treated the same as a fresh, unrepresented inquiry.
Can this intake tell the difference between workplace discrimination and something like sexual harassment or wrongful termination?
This catalog is built specifically for workplace discrimination based on a protected trait; related situations are better served by the Sexual Harassment, Hostile Work Environment, or Wrongful Termination intakes in the same library.
What documents does the intake ask for before a consultation?
It requests supporting paperwork like termination or discipline notices and any performance reviews so you can review the paper trail behind the negative job action before the call.
Turn workplace discrimination visitors into qualified cases
Give every workplace discrimination visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.