AI-Powered Intake for Employment Law Firms

Pre-screen every workplace dispute with AI that understands discrimination claims, wrongful termination, and harassment—delivering qualified cases to your team.

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The Employment Law Intake Challenge

Employment cases require careful evaluation of protected class status, documentation, and employer size. Our AI screens these factors before your team reviews.

35%
No protected class or activity
25%
EEOC deadline already passed
20%
Employer too small for coverage
20%
Insufficient documentation

See What Your Team Receives

Every inquiry arrives pre-screened with a detailed assessment. Compare a qualified discrimination case versus one that should be declined.

QUALIFIED — High Confidence

Angela Washington

Employment Law — Pregnancy Discrimination

Screening Summary
Terminated from regional retail chain (800+ employees) two weeks after announcing pregnancy. Had received "exceeds expectations" performance reviews for 4 years. Replacement was younger, non-pregnant employee. HR cited "restructuring" but her position still exists. Filed EEOC charge within 60 days. Has emails showing supervisor's negative comments about pregnancy.
Key Factors
Protected class (pregnancy) EEOC charge filed Large employer (800+) Written documentation Strong performance history Position still exists
Recommended Action
Priority consultation recommended. Strong pregnancy discrimination indicators with documented evidence, timely EEOC filing, and large employer. Close temporal proximity between announcement and termination. Request EEOC charge, performance reviews, and supervisor emails.
Intake AI
Hello, I'm here to help gather information about your employment situation. Let's start with your name.
Visitor
Angela Washington
Intake AI
Thank you, Angela. What's the best phone number to reach you?
Visitor
555-345-6789
Intake AI
And your email address?
Visitor
angela.w@email.com
Intake AI
Please describe what happened at your workplace.
Visitor
I worked at a big retail chain for 4 years. I always got great reviews. But two weeks after I told them I was pregnant, they fired me. They said it was a restructuring but my job is still there - someone else is doing it now.
Intake AI
That's a serious allegation. Approximately how many employees does this company have?
Visitor
It's a regional chain, they have over 800 employees across their stores.
Intake AI
Have you filed a charge with the EEOC or your state's fair employment agency?
Visitor
Yes, I filed with the EEOC about two months after I was let go. I still have all the paperwork.
Intake AI
Do you have any documentation, such as emails or written statements, that might show discriminatory intent?
Visitor
Yes. I have emails where my supervisor made comments about how pregnancy would affect my work and asked if I was sure I wanted to keep working. I saved everything.
Intake AI
Do you have copies of your performance reviews?
Visitor
Yes, I have all 4 years of reviews. They all say "exceeds expectations."
Intake AI
Thank you for providing this information, Angela. Based on what you've shared—a termination shortly after announcing your pregnancy, documented evidence of discriminatory comments, strong performance history, and a timely EEOC filing—this appears to be a strong case. An attorney will be in contact to discuss next steps.
NOT A FIT — Missing Elements

Kevin Miller

Employment Law — Wrongful Termination

Screening Summary
Terminated from small family business (12 employees) after argument with owner about work schedule. Believes termination was "unfair" because he was a good worker. No protected class, no whistleblower activity, no contract. At-will employee in at-will state. Incident occurred 14 months ago; has not filed any administrative charges.
Key Factors
No protected class At-will employment Small employer (12) EEOC deadline passed
Decline Rationale
At-will employees can be terminated for any non-discriminatory reason. Without a protected class, whistleblower activity, or employment contract, "unfair" treatment alone is not actionable. Additionally, the small employer size and expired EEOC deadline present jurisdictional barriers. Provided resources on unemployment benefits and future employment rights.

Intelligent Case Routing

Every employment inquiry is assessed based on protected class status, employer coverage, documentation, and filing deadlines.

GREEN — Qualified

Clear protected class, sufficient employer size, documented adverse action, within filing deadlines

YELLOW — Needs Review

Potential claim but needs documentation, EEOC filing assistance, or employer size verification

RED — Not a Fit

No protected class, at-will termination without legal violation, employer too small, or deadlines expired

Built for Employment Law Practices

Protected Class Detection

Identifies discrimination based on race, gender, age, disability, religion, pregnancy, and other protected characteristics.

Employer Size Verification

Assesses employer size against Title VII (15+), ADEA (20+), and other statutory thresholds for coverage.

EEOC Deadline Tracking

Calculates filing deadlines (180 or 300 days) based on jurisdiction and alerts to urgency.

Documentation Assessment

Evaluates available evidence including emails, performance reviews, witness statements, and HR complaints.

Retaliation Recognition

Identifies potential whistleblower and retaliation claims based on protected activity and adverse actions.

Zero Data Retention

Sensitive employment information is delivered immediately and never stored on our servers.

How It Works

1

Potential Client Visits Your Site

They click your intake button or visit your intake page to describe their workplace situation.

2

AI Conducts Screening

Our AI asks targeted questions about the employment relationship, adverse actions, protected characteristics, and available documentation.

3

You Receive the Assessment

Within minutes, get a complete screening report with qualification rating, case summary, and recommended next steps.

Simple Pricing

$99/month
14-Day Free Trial
  • Unlimited AI-powered screenings
  • Employment law-specific qualification
  • Protected class assessment
  • Instant email delivery
  • Full conversation transcripts
  • Zero data retention
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