Which EPLI enquiries deserve consultation time
The intake asks whether there's an EEOC charge, lawsuit, or demand letter on file, whether the insurer has denied or reserved rights on the claim, and whether it happened inside the policy period — then collects the policy and correspondence so you see the full picture before the consultation.
The exact intake your employment practices liability leads complete
This is the real 7-question guided intake for Employment Practices Liability — the same flow your customers finish before you ever pick up the phone.
What a qualified employment practices liability lead should tell you
Employment Practices Liability covers an employer's exposure to claims from employees or applicants — discrimination, harassment, retaliation, wrongful termination, wage disputes — and the intake needs to establish whether an EPLI or similar policy exists, whether a claim or charge has actually been filed, and how the insurer has responded so far.
- Employer, Business Owner, Or
- Have Employment Practices Liability
- There Claim, Lawsuit, Agency
- Already Reported This Matter
- Insurer Denied Coverage, Delayed,
- Claim Or Alleged Events
- Seeking Help In United
The questions your team needs answered
Every employment practices liability intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Are you an employer, business owner, or manager (or authorized to act for one) seeking help with an employment-related insurance issue? | Confirms the person filling out the intake has authority to retain counsel for the business, not an individual employee with an unrelated claim. |
| Do you have Employment Practices Liability Insurance (EPLI) or another business insurance policy that might cover employment claims? | Flags whether an EPLI or other business policy even exists, which determines whether there's coverage to fight for at all. |
| Is there a claim, lawsuit, agency charge (like EEOC/state), or written demand involving an employee or job applicant (for example discrimination, harassment, retaliation, wrongful termination, or wage issues)? | Establishes there's an actual charge, lawsuit, or demand — not just a policy question — which is the core trigger for retaining coverage counsel. |
| Have you already reported this matter to your insurer, or do you want help reporting it correctly and on time? | Shows whether reporting deadlines are already at risk, since late notice to the insurer can jeopardize coverage entirely. |
| Has the insurer denied coverage, delayed, reserved rights, refused to provide a lawyer, or offered less than expected for defense or settlement? | Surfaces the exact coverage dispute — denial, reservation of rights, refused defense, or lowball offer — that determines what kind of representation is needed. |
| Did the claim or alleged events happen during the time your policy was active (or within any reporting/extended reporting period)? | Ties the claim to the specific policy period or extended reporting period, which decides whether the policy responds at all. |
| Are you seeking help in the United States for a U.S.-based business, policy, or employment dispute? | Filters for U.S.-based matters so the intake doesn't route disputes outside the jurisdictions the practice can act in. |
How Cliont scores employment practices liability leads
Every answer is weighted automatically — no manual review required.
Value signals
- Employer, Business Owner, Or: yes
- Have Employment Practices Liability: yes
- There Claim, Lawsuit, Agency: yes
- Already Reported This Matter: yes
- Insurer Denied Coverage, Delayed,: yes
- Claim Or Alleged Events: yes
Urgency signals
- Claim Or Alleged Events
See the lead your team receives
Employment Practices Liability 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 employment practices liability workflows
| Cliont capability | Employment Practices Liability application |
|---|---|
| Conditional branching | Automatically escalates leads where the insurer has denied coverage, reserved rights, or refused a defense, even if other answers in the flow are moderate. |
| Document upload widget | Collects the EPLI declarations page, EEOC charge or demand letter, and any insurer correspondence before the consultation is scheduled. |
| Lead scoring engine | Weighs whether the claim falls inside the active policy period as a deciding factor for urgency, since out-of-period claims often can't be salvaged. |
| CRM routing | Sends matters where the requester is an authorized employer or manager with an active EPLI policy straight into the CRM as qualified matters, separate from individual employee inquiries. |
Common employment practices liability lead scenarios
Fresh EEOC charge, insurer silent
An employer just received an EEOC charge and hasn't reported it to their insurer yet, so the intake flags this as high-value but pushes reporting-deadline urgency to the top.
Insurer already reserved rights
A matter has been reported, but the carrier reserved rights or refused defense counsel — the intake weights this combination as high priority since coverage is actively in dispute.
Claim outside the policy period
The alleged conduct occurred before the policy started or after it lapsed, so the intake still captures the details but the answer pulls the score down since the policy may not respond.
No claim yet, just checking coverage
A business owner wants to confirm their EPLI policy would cover a hypothetical dispute before anything has been filed — a real question, but weaker than an active charge or lawsuit.
Wrong requester type
An individual employee (not the employer or an authorized manager) fills out the form, which the intake catches early so the firm doesn't book a consultation for someone who isn't the client.
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 insurance law intake templates
Employment Practices Liability lead-intake FAQs
How does the intake stop employees or applicants from booking a consultation meant for the employer?
The first question confirms the person completing the form is the employer, business owner, manager, or someone authorized to act for the business, so individual claimants get filtered out before they reach your calendar.
Does the intake check whether the policy was even active when the claim happened?
Yes — it asks whether the claim or alleged conduct occurred while the policy was in force, or within any reporting or extended reporting period, since that timing question often decides whether coverage exists at all.
What happens if the business hasn't reported the matter to their insurer yet?
The intake captures that directly, so you can see whether reporting deadlines are still open and whether the prospect needs help getting proper notice filed on time.
How does the intake treat a matter where the insurer already denied coverage or reserved rights?
That answer carries the heaviest weight in the catalog, so a denial, reservation of rights, refused defense counsel, or lowball offer pushes the lead to the top of your queue.
Can the intake tell the difference between an EPLI policy and a general business policy?
It asks specifically whether the business holds EPLI or another policy that might respond to employment claims, so you know upfront what kind of coverage argument you're walking into.
How is this different from the intake for Directors and Officers Liability or Bad Faith Litigation?
This catalog is built around employment-specific triggers — EEOC charges, wrongful termination, wage disputes — rather than officer conduct or a carrier's overall claims-handling behavior, which are the focus of those sibling subservices.
Does the intake work for matters outside the United States?
It asks whether the business, policy, and dispute are U.S.-based, so cross-border matters outside your jurisdiction get flagged rather than booked.
Turn employment practices liability visitors into qualified cases
Give every employment practices liability visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.