Workplace investigation intake that captures job impact and timeline
The intake asks whether the incident happened in the last two years, whether there's been a negative job impact like discipline or termination, and what evidence—emails, texts, or witness names—already exists, so you can see which enquiries are worth a consultation before you respond.
The exact intake your workplace investigations leads complete
This is the real 8-question guided intake for Workplace Investigations — the same flow your customers finish before you ever pick up the phone.
What a qualified workplace investigations lead should tell you
An internal or attorney-led review of workplace misconduct allegations—harassment, discrimination, retaliation, safety, or policy violations—where intake needs to establish who was involved, when it happened, and whether the person reporting has already faced a job consequence.
- Situation Happen At Workplace
- Employee, Former Employee, Job
- There Ongoing Or Recent
- Issue Occur Within Last
- Experienced Negative Job Impact
- Know Employer’S Name And
- Have Any Supporting Information
- Seeking Legal Help (Not
The questions your team needs answered
Every workplace investigations intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Did the situation happen at a workplace in the United States (or involve a U.S.-based employer)? | A U.S.-based employer confirms the matter falls under laws your firm actually practices before you spend time on it. |
| Are you an employee, former employee, job applicant, or contractor involved in the workplace situation (not just a bystander)? | Distinguishes a directly affected employee, applicant, or contractor from a coworker or bystander inquiring on someone else's behalf. |
| Is there an ongoing or recent workplace investigation, complaint, or report about misconduct (such as harassment, discrimination, retaliation, safety issues, theft, or policy violations)? | An active or recent complaint or investigation is the strongest indicator there's a live matter rather than a general question. |
| Did the issue occur within the last 2 years? | Timing affects statute-of-limitations exposure and how urgently the matter should be reviewed. |
| Have you experienced a negative job impact related to this situation (for example, discipline, demotion, reduced hours/pay, termination, or being pushed to quit)? | A documented job consequence like termination or demotion signals concrete damages rather than a hypothetical complaint. |
| Do you know the employer’s name and the main people involved (such as the accused person, a manager, or HR)? | Knowing the employer and key people involved shows the lead can identify the parties needed to investigate or litigate the matter. |
| Do you have any supporting information (such as emails/texts, witnesses, schedules, recordings where legal, or written complaints) or can you identify where it can be found? | Available evidence like emails, witnesses, or written complaints affects how strong and how quickly actionable the matter is. |
| Are you seeking legal help (not just general advice) to protect your job rights or respond to the investigation (for example, preparing a statement, dealing with HR, or challenging discipline/termination)? | Confirms the person wants legal representation for the investigation itself, not just general information. |
How Cliont scores workplace investigations leads
Every answer is weighted automatically — no manual review required.
Value signals
- Situation Happen At Workplace: yes
- Employee, Former Employee, Job: yes
- There Ongoing Or Recent: yes
- Issue Occur Within Last: yes
- Experienced Negative Job Impact: yes
- Know Employer’S Name And: yes
See the lead your team receives
Workplace Investigation 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 investigations workflows
| Cliont capability | Workplace Investigations application |
|---|---|
| Weighted scoring | Combines whether the employer is U.S.-based, whether the incident is recent, and whether there's already been a negative job impact into a single priority score for each workplace investigation lead. |
| Document upload | Lets the prospective client attach emails, texts, written complaints, or identify where recordings or witness contacts can be found, directly against the supporting-information question. |
| CRM routing | Sends qualified workplace investigation matters straight to your CRM with the employer name, timeline, and job-impact answers attached, instead of a raw contact form submission. |
| Lead segmentation | Separates bystanders and non-employees flagged by the involved-party question from employees, former employees, applicants, or contractors directly affected. |
Common workplace investigations lead scenarios
Active internal investigation underway
An employee is currently the subject of, or witness to, an ongoing employer investigation into harassment or misconduct and needs guidance fast, which the intake flags through the recent-incident and ongoing-investigation questions.
Termination followed a complaint
A former employee was fired, demoted, or pushed out shortly after raising a complaint, which the intake surfaces through the negative-job-impact question rather than treating it as a routine HR dispute.
No employer name or documentation yet
The caller can't yet identify the employer, the people involved, or any supporting records, which the intake captures separately so you can decide whether to invest time before those details exist.
Incident happened years ago
The situation occurred well outside the last two years, which the intake flags through the timing question so you can weigh statute-of-limitations exposure before offering a consultation.
Coworker asking on someone else's behalf
The person filling out the form is a coworker or bystander rather than the employee, applicant, or contractor directly affected, which the intake distinguishes through the involved-party question.
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 Investigations lead-intake FAQs
Does the intake confirm the employer is U.S.-based before anything else?
Yes, the first question establishes whether the situation involves a U.S. workplace or U.S.-based employer, since that governs which employment laws even apply to the matter.
How does the intake handle someone who isn't the employee directly involved?
A separate question checks whether the person submitting the form is an employee, former employee, applicant, or contractor rather than a bystander, so inquiries made on behalf of someone else are flagged before you schedule time.
Can the intake distinguish an active investigation from something that already concluded?
It asks directly whether there's an ongoing or recent complaint or investigation, and separately whether the issue happened within the last two years, so you can see both the status and the timing at a glance.
What happens if the prospective client doesn't have documentation yet?
The intake still captures that they may have or can locate emails, texts, witnesses, or written complaints, so a lack of evidence in hand doesn't automatically drop the lead—it's recorded as a factor, not a disqualifier.
Does the intake ask whether the person has already suffered a job consequence?
Yes, one question asks specifically about discipline, demotion, reduced hours or pay, termination, or being pushed to quit, since that job impact is one of the stronger signals of a matter worth pursuing.
How is this different from your Sexual Harassment or Retaliation and Whistleblower intake?
Workplace Investigations covers the broader review process—harassment, discrimination, safety, theft, or policy violations—while Sexual Harassment and Retaliation and Whistleblower use their own catalogs focused on those specific claim types.
What happens to leads where the incident happened more than two years ago?
The timing question is weighted lower than a recent incident but doesn't disqualify the lead outright, so those enquiries still reach your CRM flagged with that context for you to assess.
Turn workplace investigations visitors into qualified cases
Give every workplace investigations visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.