Wrongful termination intake that flags discrimination and retaliation
Cliont's guided intake asks whether the firing involved a protected class, retaliation after leave or a safety complaint, and whether proof or witnesses exist, then collects termination letters and emails so your team opens the file with the full picture.
The exact intake your wrongful termination leads complete
This is the real 8-question guided intake for Wrongful Termination — the same flow your customers finish before you ever pick up the phone.
What a qualified wrongful termination lead should tell you
A claim that a firing or forced resignation violated anti-discrimination, anti-retaliation, or protected-leave law rather than being a lawful at-will separation, evaluated by timing, protected-class ties, and available evidence.
- Fired Or Forced Quit
- This Happen Within Last
- Believe Firing Was Tied
- Fired Soon After Reporting
- Fired Soon After Taking
- Have Any Proof Or
- Lose Pay Or Benefits
- Know Name Company Or
The questions your team needs answered
Every wrongful termination intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Were you fired or forced to quit from a job in the United States? | Confirms the firing occurred in the US employment context needed for a wrongful termination claim rather than a resignation or foreign-jurisdiction dispute. |
| Did this happen within the last 2 years? | Flags whether the claim falls inside the typical filing window, surfacing statute-of-limitations risk before a consultation is booked. |
| Do you believe the firing was tied to discrimination (for example, race, sex, age 40+, disability, pregnancy, religion, or national origin)? | Ties the firing to a protected class, the highest-weighted signal for a viable discrimination-based claim. |
| Were you fired soon after reporting or refusing something you believed was illegal or unsafe at work? | Identifies a whistleblower-style retaliation claim when the firing followed reporting or refusing something illegal or unsafe. |
| Were you fired soon after taking or asking for protected leave (such as medical leave, family leave, pregnancy-related leave, or military leave)? | Flags retaliation tied to requesting or taking protected leave, a distinct claim type from general discrimination. |
| Do you have any proof or witnesses that support your concerns about why you were fired (such as emails, texts, write-ups, or coworkers who saw what happened)? | Measures evidentiary strength, since documented proof or witnesses materially change how a firm triages the case. |
| Did you lose pay or benefits because of the firing (or have you had trouble finding a similar job since)? | Captures the economic harm from the firing, which affects both case value and urgency for the client. |
| Do you know the name of the company or organization that fired you (and where you worked)? | Provides the employer name needed for a conflict check before the lead is routed to your CRM. |
How Cliont scores wrongful termination leads
Every answer is weighted automatically — no manual review required.
Value signals
- Fired Or Forced Quit: yes
- This Happen Within Last: yes
- Believe Firing Was Tied: yes
- Fired Soon After Reporting: yes
- Fired Soon After Taking: yes
- Have Any Proof Or: yes
Urgency signals
- Fired Soon After Reporting
See the lead your team receives
Wrongful Termination 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 wrongful termination workflows
| Cliont capability | Wrongful Termination application |
|---|---|
| Weighted scoring engine | Raises priority automatically when discrimination, retaliation-after-leave, or retaliation-after-reporting answers appear together, instead of treating every termination call the same. |
| Document capture | Collects termination letters, write-ups, and email threads tied to the proof-and-witness question before the file reaches your CRM. |
| Conflict-check fields | Captures the employer name and location up front so staff can screen for conflicts before offering a consultation slot. |
| Timeline flag | Surfaces the two-year timing answer so aging claims are visible before your team commits time to them. |
Common wrongful termination lead scenarios
Pregnancy leave retaliation
Client was fired weeks after requesting maternity leave. Discrimination and protected-leave retaliation signals fire together, pushing the lead to the top of the queue.
Whistleblower-style firing
Employee was terminated days after refusing to falsify safety records. The retaliation-for-reporting signal plus saved emails distinguish this from a routine performance dispute.
Claim outside the two-year window
Caller was let go three years ago with no recent trigger. The 'no' answer on timing lowers the score so your team can weigh statute-of-limitations risk before offering a consultation.
No protected link, just unfair
Caller feels the firing was unjust but can't tie it to a protected class, leave, or reporting activity. The intake still records the details, but the lower combined weight flags it as a weaker fit.
Documented age-discrimination case
Older employee was replaced by a younger hire and kept performance reviews and coworker statements. Layered discrimination, proof, and lost-pay signals produce a high-priority score.
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
Wrongful Termination lead-intake FAQs
How does the intake handle the two-year timing question?
It records whether the firing happened within the last two years and treats older claims as lower priority, so your team can spot potential statute-of-limitations issues before scheduling a consultation.
What if the caller isn't sure the firing was discriminatory?
The intake also asks about retaliation after protected leave and after reporting illegal or unsafe conduct, so a claim can still qualify on those grounds even without a clear discrimination answer.
What documents does the intake collect for wrongful termination leads?
It requests the termination letter or separation notice, any write-ups or performance reviews, and emails or texts referencing the firing, along with witness contacts.
Does the intake ask for the employer's name?
Yes, it captures the company name and location so staff can run a conflict check before the lead reaches your CRM.
How does the intake tell a strong case apart from a weak one?
Cases with discrimination, retaliation, or protected-leave ties combined with proof, witnesses, or lost pay score higher, while claims lacking those connections score lower without being hidden from your CRM.
Can this intake work alongside claims like FMLA leave or age discrimination?
Yes, since retaliation-after-leave and protected-class signals overlap with those subservices, matching answers can route a caller toward the FMLA Leave or Age Discrimination intake when relevant.
Turn wrongful termination visitors into qualified cases
Give every wrongful termination visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.